Navigating the Fallout: When Your Work Turns Sour After You Quit

Unfortunately, not all managers handle resignations with grace and professionalism. It's disheartening to witness the transformation of a once-supportive manager into an unpleasant, resentful individual.

There could be many reasons why a manager may act mean or exhibit negative behaviour when an employee resigns:

• Lack of self-awareness or poor management skills: Some managers may not possess strong interpersonal skills or emotional intelligence, making it difficult for them to handle emotions and interpersonal relationships professionally. In such cases, their mean behaviour might stem from their inadequacies as a manager.



• Personal disappointment: Managers may feel personally disappointed when an employee resigns, especially if they had high expectations for that employee's performance or contributions to the team. This disappointment can sometimes manifest as anger or frustration.

• Increased workload: When an employee resigns, it often means that the manager will have to redistribute the workload or find a replacement, which can create additional stress and pressure. This added responsibility may lead to a manager becoming short-tempered or irritable.

• Feelings of rejection: Managers may take an employee's resignation as a personal rejection, questioning their leadership abilities or feeling like they failed to retain the employee. This feeling of rejection can trigger negative emotions and result in mean or resentful behaviour.

• Loss of control: Resignations can disrupt the dynamics of a team and challenge a manager's sense of control. Managers who value control may react poorly to such situations, displaying mean behaviour as a way to reassert their authority or dominance.

Companies should deeply care if they have managers who treat people poorly when they quit for many compelling reasons.

• Reputation and Employer Branding: The way a company treats its employees, particularly during sensitive moments like resignations, significantly impacts its reputation and employer branding. When word spreads about managers mistreating departing employees, it creates a negative perception of the company's culture. This can deter potential candidates from applying for job openings and even lead to talented employees considering leaving the company.

• Employee Morale and Retention: Managers who display unprofessional behaviour during an employee's departure erode trust and confidence among the remaining workforce. Witnessing such mistreatment can create a toxic work environment, lower morale, and diminish employee loyalty. High turnover rates and difficulty in retaining top talent may result from employees feeling undervalued or fearful of facing similar mistreatment if they choose to resign.

• Productivity and Collaboration: A hostile or unsupportive work environment impacts productivity and teamwork. Employees who feel bullied or harassed may experience heightened stress and decreased motivation, which directly affects their performance. Furthermore, when colleagues witness mistreatment, it can create a sense of unease, leading to reduced collaboration and a communication breakdown.

• Legal and Financial Consequences: Managers who engage in bullying, harassment, or unprofessional behaviour may expose the company to legal liabilities. Victims of mistreatment may pursue legal action, resulting in costly legal battles, potential damage to the company's reputation, and financial settlements. It is in the best interest of companies to proactively address and prevent such behaviour to mitigate legal and financial risks.

• Corporate Culture and Values: Companies that prioritise fostering a positive and inclusive corporate culture must address the mistreatment of employees, especially during sensitive moments like resignations. By holding managers accountable for their actions, organisations send a clear message that they uphold a set of values centred around respect, fairness, and professionalism. This commitment to a healthy work environment promotes employee well-being and ensures alignment between corporate values and actual behaviours.

Ultimately, companies should care deeply about managers who mistreat employees during the resignation process because it directly affects their ability to attract and retain top talent, maintain a positive reputation, and create a productive and inclusive work environment. Addressing and preventing mistreatment is not only morally right but also essential for long-term business success.

While it's unfortunate to face such a situation, it's essential to maintain your professionalism and handle the interaction with grace.

• Stay Calm and Composed: When faced with a manager who reacts poorly to your resignation, it's crucial to remain calm and composed. Keep in mind that their behaviour is a reflection of their own emotions and not a reflection of your worth or capabilities. Take deep breaths, maintain a professional demeanour, and avoid engaging in any arguments or confrontations. Rise above the negativity and focus on your own goals and aspirations.

• Stick to the High Road: No matter how your old workplace behaves, it's essential to take the high road. Avoid the temptation to retaliate, badmouth, or engage in any unprofessional behaviour. Instead, concentrate on your integrity and reputation. Remember that your actions and how you handle the situation will have a lasting impact on your professional image. Maintain a positive attitude and demonstrate grace even in the face of adversity.

• Document Everything: If your manager's behaviour becomes excessively hostile or crosses any ethical or legal boundaries, it's crucial to protect yourself by documenting the incidents. Keep a record of any abusive language, threats, or any other inappropriate behaviour. This documentation may be useful if you need to escalate the issue later or if it affects your future employment prospects. Remember to maintain a factual and objective record, including dates, times, and descriptions of incidents.

• Seek Support: During this challenging time, it can be helpful to seek support from trusted colleagues, friends, mentors or your Harte Consultant who can provide guidance and reassurance. Venting to someone who can offer a fresh perspective and empathetic ear can be cathartic and help you process your emotions. Additionally, they may provide valuable advice on how to handle the situation or connect you with resources to address any legal or professional concerns.

• Maintain Professionalism until the End: Even if your manager's behaviour becomes increasingly difficult to endure, it's vital to maintain your professionalism until your last day. Continue to fulfil your responsibilities to the best of your abilities, tie up any loose ends, and ensure a smooth handover of your tasks. Leaving on a positive note, despite the circumstances, demonstrates your professionalism and integrity to your colleagues and future employers.

At Harte Consultant, we believe that everyone deserves a respectful and supportive work environment. We're dedicated to helping you navigate challenging situations and find a workplace where you can thrive. Contact us today, and let us provide the personal support you need as you navigate leaving a job with a difficult boss. Together, we'll help you move forward with confidence and achieve your professional goals. Remember, how you handle difficult situations speaks volumes about your character and resilience. Keep your eyes on the horizon and embrace the opportunities that lie ahead.