Transcript
Well I think, it's an emotional time for a person resigning, and it's an emotional time for the organisation, so you've got to be sensitive, I think. It's the first thing you've got to be when you're resigning.
You've got to really talk about the organisation, the benefits the organisation's given you because obviously resigning hopefully to go to something better. So you talk about all the benefits, and all the ups and good times you had with the organisation and we all know that you never always have only good times, sometimes you have bad times, sometimes you have good times at work and at home. But you always leave an organisation with a positive output, you make sure that all the work that you've been doing is finished in an exemplary way (I can't even say it), an exemplary way, and that when people talk about you when you're gone, it's all positive.
So, you don't leave anything undone, you don't leave any bad feelings. You cover off all the relationships that you had in an organisation, and you communicate very clearly with everyone and you thank them for their support. So I'm always about thinking that one day I may want to come back and work in that organisation again. And if I do, I want them to have a positive view about me. I talk about where I'm going and what I'm going to do if I'm able to do that, if it's not confidential, and I talk about what this organisation's given me and how it's enabled me to move on to something new and exciting, and different. Not necessarily better, just new and exciting, and different.
And I always think about the other person's view because if I'm being retrenched, I know what it feels like as an individual to be let down, if you like. Because when someone resigns, the organisation certainly feels that they've been let down a little bit, particularly if it's someone that they really, really, really value. Because it's probably going to take them 6 weeks ... up to 6 months to replace you. So you have to be sensitive about the timing as well.
