As you can imagine over my 20 years of experience in People and Talent Management, I’ve witnessed and been informed of the negative ways former employees resigned their roles. For some, leaving an organization may be the toughest and emotionally frightening experience. As many people have developed great relationships with peers, direct teams, and leaders across the org. The anxiety of going somewhere new and starting over can be freighting with a rollercoaster of emotions. These individuals more than often ensure they give their teams more than adequate notice while ensuring successful transitions and key projects are complete. They leave clear details of processes, where things are, and even welcoming contact once gone if there are any outstanding questions.
Unfortunately, many organizations have experienced the opposite behavior when employees resign. Some individuals become disengaged in their final days, leaving gaps in their work and failing to follow up with colleagues and leadership. In extreme cases, employees resign without notice, leaving no time for a proper transition. No matter how dissatisfied you may have been in your role, it’s essential to recognize that the way you leave an organization can impact your professional reputation. A poorly handled departure can have lasting consequences and may harm future career opportunities.
In one particular case, an employee resigned abruptly and expressed negative sentiments to their leader and a few team members. This came as a complete surprise, as the individual had always been professional and performed well in their role. Some of the remaining team members knew the employee’s next opportunity and organization. Word eventually reached the new employer, where the incoming leader happened to have professional connections with the employee’s previous leader. After confirming how the resignation was handled, the new organization rescinded the offer. Many are unaware that organizations have the legal right to rescind offers. The employee, unaware of the true reason, lost the opportunity due to the mishandling of their departure.
This example is certainly a unique outlier, but I have observed similar situations arise during informal reference checks where candidates’ mishandling of previous resignations has been discussed. Instances of disengagement, failure to follow up with peers and critical stakeholders, and unaddressed gaps left behind before departure are common concerns. In fact, I would argue that demonstrating greater engagement and professionalism during your exit is even more important than how you begin a new role. Many organizations evaluate your overall character—not just your skills—by gathering feedback through interviews, informal reference checks, and other methods. How you leave can leave a lasting impression.
