A member of my team handed their notice in today.
Their first statement was I’m going to make your day worse and when telling me about their new fantastic opportunity, continued to apologise as they knew how much we had to do.
My first response, going through my head, “Oh no! How are we going to get everything done.”
Now, I have been an HR manager for 20 plus years. I’m a Chartered Member of the CIPD and I have just survived a global pandemic where flexibility and resilience have had to be key.
I’m not convinced at this point I needed to be listening to my inner voice!
So, the right response for this situation is to listen to this new opportunity, talk through the motivation for applying, support and guide this person to the right decision for them.
If it is the right career progression opportunity, then say so.
Sometimes you must have the courage to endorse someone’s decision, even if it puts you in a worse position.
I know I have a team that can adapt to all situations that are already proven.
The important thing here is to allow your team members to grow, develop and flourish.
Which in my mind has to be one of the principal accountabilities of HR and L&D.
In my current role as Head of HR and L&D here at Crosby Management training, I see this happening all the time in organisations that are making the most of their apprenticeship levy pot.
Watching people building in confidence, progress through levels 3,5 and 7 gaining competence in the HR and L&D professions couldn’t be more rewarding.
And now I see this progression taking place within my team. How marvellous is that?
The moral of this story for me is to watch that inner voice, it’s a tricksy little thing that if you’re not careful tells you everything is bad news, when actually it might be something to celebrate!
Written by Wendy Allen
