How to Handle an Employee Resignation

Readers ask great questions. And, often the questions identify an area that I need to write about to provide a fully helpful Web site. Today’s reader question:

Q: Dear Susan, In the article, When Employment Ends: Employment Ending Checklist, there is no guidance regarding who should notify an employee's internal business contacts that an employee has submitted a letter of resignation or the timing of that notification. I've noticed that some companies have undocumented accepted practices regarding such notifications. Why aren't these practices documented?

For example, if a manager receives a letter of resignation on a Monday morning, most people who come in contact with the person resigning will hear rumors of the resignation by the end of the day. To minimize rumors, shouldn't there be clear and open communications about the resignation as soon as it is known? Is it acceptable for a manager to delay notifying business contacts of the individual resigning for a day or more?

If the next day, someone mentions that they need to work with the individual who has resigned to resolve an issue, giving the impression that they are unaware that the individual has tendered a letter of resignation, is it appropriate for a third party to advise them of the resignation?

A: I responded to much of the reader’s question in my new article: How to Handle an Employee Resignation. Take a look and tell me whether you agree.

More About Employee Resignation

• Letter of Resignation and Samples.
• Top Ten Reasons to Quit Your Job.
• Stop Being Miserable at Work.
• Sample Human Resources Letters.

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