I hate receiving love letters.

That’s what I call resignation letters.

But that’s what happens when someone hands over one of such resignation letters to you saying:

“I, Employee’s Name, is tendering my irrevocable resignation as (Position) of (Company Name). My resignation is based on (Insert personal reason here), and it does not in any way imply that I am dissatisfied with my work. 

I appreciate all the opportunities and memories I was given to work with the team over the past two years, which has helped me grow professionally. 

I will be more than happy to assist in training my replacement until the last day of my work for smooth transition.”

Sincerely,

Employee Name and Signature, with Date”

There’s two possible actions to do when someone resigns — Allow them to resign, or do something to chase after them so that they will NOT resign. Usually, the latter involves offering them more money.

I have a lot of core employees exiting the first half of the year. I wrote about the terrible experience here — When a Critical Employee Resigns.

It took me a few months to replace each and every one of them. Funnily, just for the two positions of HR and Office Staff alone, I went through 15 hires who actually came in and worked for a few days, before going AWOL.

One staff was too much of an Usyoso. I wrote about his story here. I wrote as well the story of Candy, a very young mother who went AWOL after a month.

It came to a point that this manager decided to resign as well. She said it’s for personal reason but it’s also because of the boo boo that she made when doing her job.

“You have been complaining about her since time immemorial,” husband said. “You’ve always said she’s too nice.” 

That’s what happens when you’ve had employees who’s been with you for awhile. You are used to them being there, so it kinda sucks if they leave.

The problem with me is that when faced with a resignation, I believe that the employee has already thought it through and there’s very little way for me to discourage them. So I immediately look for a replacement and let them go. I don’t even let them stay too long beyond what is allowable.

Work is a blessing, and it’s everyone’s decision to work.

Hence, if they resign, you should just let them go. Because even if they stay, they’re not even happy in the first place.

You have to love your employees. And sometimes, loving them means letting them go, even if you take a hit in the short run.

Do you agree or not? Let me know in the comments below.