Sunday Pick: How to quit (and why it matters) with Anthony Klotz | from Fixable

Anthony Klotz discusses the phenomenon of the great resignation, where many unhappy workers are leaving their jobs in the wake of COVID-19. He notes that this trend has led to quicker quitting decisions, resulting in increased regret among those who leave. Klotz argues that while the current labor market appears to favor employers, the narrative surrounding this power shift may be exaggerated.

He highlights a growing disengagement in the labor market, with approximately 50% of individuals casually exploring other job opportunities. Klotz describes a trend he calls "the great hunkering down," where employees are opting to stay in their current roles until the labor market improves. This shift has led many to prioritize autonomy and flexibility in their work, a change that became prominent during 2021 and 2022.

Klotz warns that emotional events can lead to hasty quitting decisions, and he points out that most individuals who leave their jobs do not return to their previous levels of happiness in new positions. He emphasizes the importance of understanding the reasons behind a desire to quit before making such a significant decision. Good leadership plays a crucial role in empowering employees, and Klotz notes that silence in meetings may indicate that someone is contemplating leaving.

He advises that resignations should be handled thoughtfully, recommending a face-to-face meeting with a supervisor and expressing gratitude during the process. Maintaining positive relationships when leaving is essential, as up to 25% of hires in certain industries are rehires. Klotz also discusses the importance of offboarding processes for organizations, which can provide valuable insights from departing employees. He suggests that leaders should be proactive in addressing changes in employee behavior to prevent potential exits.

Klotz explains how layoffs can create a workforce more inclined to quit, affecting the commitment of remaining employees. He stresses the need for managers to engage in one-on-one conversations with team members after layoffs to address their feelings and concerns. Spending just an extra minute to explain the reasons behind layoffs can significantly enhance team morale and outcomes.

To help individuals manage their feelings about work over time, Klotz recommends keeping a "jolt file" to document emotional responses to work events. He also suggests that employees should periodically check in on various aspects of their work, such as career development and compensation, to maintain a healthy relationship with their jobs. Klotz encourages individuals to set up a "date night" with their work relationship every six months to reflect on job satisfaction and ensure they are aligned with their career goals.