Have you ever encouraged a high-performing employee to resign?
Yes, once.34%
Yes, multiple times.27%
No37%
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Community User in Softwarea year ago
Curious what might have driven those who replied "yes" in either case?COO in IT Servicesa year ago
His passion was development, that was not in our portfolio and he receive a great offer that would allow him to pursue his passion.
VP of IT in Manufacturinga year ago
The person was brilliant but had some very toxic traits such that the culture and team dynamics were suffering. When another external opportunity came up there was strong encouragement for them to seriously consider it.
CEOa year ago
The context here would be that they performed incredibly well, and were ready for the next step in their career, but I didn't have the right role for them. Director of Network Transformationa year ago
Yes, they outgrew the role and needed something bigger. Was hard but was the right thing to do for them. Chief Data Officera year ago
Not directly. I've had conversations about what the person wanted to do professionally and personally. And based on those responses that guided further questions that helped the person decide for themselves that a different path was the right for them.Principal in Finance (non-banking)a year ago
Let's not forget the issue of underemployment -- an employee who is over-qualified for their role and where there isn't upward opportunity for who they are and what they offer at that point in time. While we might like to think that exceptional employees are so highly respected that leadership will create a job just for them, that's usually not how it works. Company leadership doesn't build jobs based upon a person -- they hire people to fill the roles the company needs. If someone would be best suited personally and professionally elsewhere, they should leave and pursue other opportunities.