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That moment when an email lands in your inbox, seemingly out of nowhere, and it's from a key member of your team – their resignation.

It can feel like a punch to the gut, especially when it's someone you considered a long-term fixture, citing 'better opportunities.'

Your immediate reaction might be to scramble, to figure out what it will take to keep them – the counter-offer.

But this week, I wanted to share a perspective that might feel counterintuitive in that moment of surprise:

Even when a resignation comes out of the blue and is framed around 'better opportunities,' resist the urge to immediately counter.

The unexpected nature of the email might make the situation feel more urgent, as if a quick fix can reverse their decision. However, just like in less sudden departures, a resignation citing "better opportunities" is very rarely solely about the salary.

The fact that they've taken the time to look, interview, and formally resign via email suggests a level of consideration that a simple pay bump is unlikely to undo.

Think about the underlying currents that might have led to this unexpected email:

• Unspoken dissatisfaction: Perhaps there were frustrations or unmet needs they hadn't voiced directly.
• A proactive search: They might have been passively exploring options for a while, and a compelling opportunity finally arose.
• A desire for a clean break: The email format might indicate a desire for a less drawn-out departure.

A counter-offer in this scenario, especially one focused solely on compensation, might feel like a transactional response to a deeper issue they've already decided to address elsewhere.

It might buy you a little time, but it doesn't tackle the root cause of their decision to seek 'better opportunities.'

Instead of firing off a counter-offer email in return, consider:

• Scheduling a direct conversation (if appropriate): While the resignation came via email, a calm, open discussion might provide more insight into their reasons.
• Focusing on understanding: Try to learn what those 'better opportunities' entail. This can provide valuable feedback for your own retention strategies.
• Accepting their decision with grace: While it's tough to lose a valued team member, respecting their choice can leave the door open for future possibilities and maintains professionalism.
• Shifting your focus to your remaining team: Address any potential morale dips and reassure those who are staying.

While precise figures vary across studies, a significant majority – often cited around 80% or higher – of employees who accept your counter-offer will leave your company within one year.

An unexpected resignation email can be unsettling, but reacting with a knee-jerk counter-offer is rarely the most effective long-term solution.

Focus on understanding the underlying reasons and learning from the situation to build a stronger, more resilient team moving forward.

Happy Hiring (and Navigating Unexpected Departures)!

Helen

P.S. Received a surprise resignation email? Let's chat about how to handle it professionally and strategically, and how to focus on the future of your team. Reply to this email or book a hiring strategy call here.

Book a hiring strategy call here