Resignation is the formal process by which an employee voluntarily ends their professional relationship with an organisation.
It typically involves submitting a written notice, outlining the intent to leave, and fulfilling any required notice period. Properly managing resignations helps ensure a smooth transition for both the employee and the organisation.
For an employee, resignation can represent personal growth, career advancement, or a shift in life priorities. From an employer’s perspective, the process involves not only administrative steps, such as processing exit formalities and final settlements but also conducting exit interviews to gain insights into employee experiences and uncover potential areas for improvement.
A well-managed resignation process ensures that employees leave on good terms, which can result in future collaborations, referrals, or even boomerang hires.
FAQ
The resignation process typically includes submitting a formal resignation letter, fulfilling the notice period as outlined in the employment contract, handing over tasks, and completing exit formalities such as clearance and final settlements. Employers may also conduct exit interviews to understand the employee’s reasons for leaving.
Exit interviews provide valuable feedback that helps organisations identify patterns and address underlying issues that may contribute to employee turnover. These insights can guide improvements in management practices, workplace culture, or employee engagement strategies, ultimately reducing attrition rates.
In some cases, an employee may withdraw their resignation, provided both parties agree and the organisation has not yet finalised plans to fill the role. The decision typically depends on the reasons for the withdrawal and the feasibility of reintegrating the employee into their position.
Employees should evaluate their reasons for leaving, assess their financial readiness, and ensure they have a clear plan for their next steps, whether that involves pursuing a new opportunity, upskilling, or taking a career break. They should also review the terms of their employment contract, including notice periods and post-employment obligations.
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