People quitting their jobs is on the rise with an average of ten percent resignations in western Europe and North America. This rate goes up substantially in parts of Asia. With there being more number and types of jobs now available the mobility will further increase. It is up to talent management professionals to figure out ways as to why resignations take place and how to curb attrition rates. Seven ways have been identified by the Harvard Business Review by which employees resign. Four of these are positive ways and three of them negative. Resignations By the Book involve the conventional method of employees approaching their seniors, addressing them about reasons for quitting and then serving the required notice period. The Perfunctory method is similar but with the exception that no reason is attributed. A grateful goodbye is where the resigning employee offers to help out with the transition during the notice period. In the Loop method is where the employee informs the organization that he / she wishes to quit and is looking for new opportunities but isn’t in any hurry. The negative approach starts with avoidant where the person does not directly inform the organization but gets information ‘leaked’ by telling colleagues. Next up is the Bridge Burning method which is the most notorious as here the employee on purpose engages in verbal assault so that the firm is forced to see him leave. The rarest method is Impulsivewhere the employee simply leaves the premises never to return again and avoiding all communication. It is the only method where notice of all forms may be avoided.


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