An internal question that we constantly grapple with, and a classic one at that, is - ‘To be or not to be’ which, in today’s economic climate, is equivalent to ‘resign or be fired'. Evidently, the pandemic led to layoffs or retrenchment (as some parts of the world call it) in large numbers and companies that struggled with remote work or saw revenues downsized dramatically.
This has led to a persistent doubt in everybody's mind: Is their job safe? Will they be fired? Or should they just quit? Many of us have or might have faced such a situation or seen close ones' struggles with it. Even in conventional scenarios, is it better to wait to be asked to leave or just quit? A sensitive subject and, of course, not an easy one to answer.
Expert Opinions on Resignation vs. Termination
There are different thoughts on the subject. Some HR experts suggest it is better to quit than to get terminated or fired. In fact, it is widely believed in the HR sphere that it is better to give the employee an opportunity to resign before being fired.
An American HR industry expert suggested he would advise the employee to accept the option to resign unless they thought there was an illegal reason behind being let go. Once an employee has been asked to resign, there has been a clear break in the relationship that can't be repaired. If the employee agrees to resign, he or she would avoid escalating any ill feelings and may be able to negotiate a positive reference or a severance payment.
Another HR expert explained that sometimes these changes occur because a position is no longer necessary; when the company's strategic goals change, the key factor is how the decision arrived. It implies that in such cases the onus is on the company to effectively communicate and navigate the changes.
Navigating the Decision: Recognize and Improve or Plan an Exit
These viewpoints reflect conventional wisdom regarding quitting a job, especially if one has not been performing well. While it can be distinctly unpleasant to acknowledge or discuss one’s underperformance with anyone, it is advisable to either recognize and improve before getting called out or get the exit strategy in place. Navigating this sensitive issue requires careful consideration and clear communication between employees and employers. Opinions vary on the best course of action. Read our next blog to learn more.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.