Last Month, I was engaged by a friend to help her leave her employer of 25 years. It all began with a cryptic text message asking to schedule a phone call. Joanne and her husband, Mike are friends and great networking contacts. Of course, I told her that I would talk with her. After a few more exchanges we agreed to talk Monday, after business hours.
At the appointed time I answered the phone, and we engaged in some small-talk. Eventually, we got down to business. Joanne said that she has decided to leave her employer and make a career change. No surprise so far. Although I did not expect this revelation, I spend most of my time talking to folks in transition or looking to make a career change. It is what I do. She said that she is committed to her decision but, she is not comfortable telling her employer. That was a surprise, so she had my full attention. She admitted that she needs a plan and confidence to execute that plan. Given this overview, she asked if I would be willing to discuss her situation in greater depth. We confirmed for Friday at Seasons 52.
During lunch, Joanne presented her situation. She is a financial adviser with a minority share in the company. She has invested her entire career with this firm. She has done well financially but doesn’t feel valued. She is chagrined that she has not been invited to help chart the firm’s direction. She described the principals as poor leaders. It is not a pleasant work environment, almost toxic. Recently, the organization has experienced an unusual amount of turnover, including a trusted manager. This instability will burden her workload and responsibilities, creating further anxiety. Joanne views this as the optimal time to leave.
She wants to get out of the field entirely, to do something different. She isn’t sure about her next career move, but she knows it’s time to leave this situation. Making an effective exit is her primary objective. However, she has never resigned from a job, and the stakes are rather high. She is unclear as to the process and ideal protocol. She is concerned that senior management will react poorly. She fears an ugly confrontation which may compromise her financial goals. She lacks experience and therefore confidence. But, she is a professional. She is beginning to craft a plan.
When she concluded the background information, the conversation turned to process. She is subject to a management contract with provisions for voluntary termination. She asked how much explanation was required. Should she talk about her displeasure working for the company? Should she reveal her disappointment that after 25 years she has little say in the firm’s direction? When should she discuss terms of her separation? When should she give notice?
My advice was to exit the company as the professional I know her to be. Stay focused on her desired financial outcome. I told her that she is not required to share her rationale for leaving. Just tell them that she has decided to take her career in a different direction. Be positive about her time with the company. Express gratitude for her success and professional development. Don’t say anything that would put management on the defensive. Keep the conversation friendly and positive. Offer to help with the transition, to be available for an extended period, to be determined. I impressed on her that her resignation is the beginning of the negotiation for her severance package.
Joanne agreed to complete the following action items.
1. Itemize her terms, including compensation due
2. Talk with other trusted advisors to gain their advice
3. Draft a letter of Resignation
4. Consider role-playing
By the time we finished our lunch, I could tell that Joanne was more confident. She saw the
logic in my strategy and believed she could make it work. She had clear direction as to next
steps. She had begun taking control. I am looking forward to our next discussion in this
matter. I know it will be interesting.
