Is there a correlation between the style in which an
employee quits and the organization itself?
Christine Comaford, a consultant and Forbes contributor,
wrote a blog for Forbes noting this correlation. Her blog
cited information from a research study by Anthony Klotz
and Mark Bolino, which identified the following 7 ways
that people leave a company.
#1 By The Book: 31% quit by having face to face
conversations, combined with a letter of resignation that
states the exact reason they are leaving along with a
#2 Grateful: 9% were positive and willing to have their
departure from the organization be painless for their
leader and their team.
#3 In The Loop: 8% actually had the supervisor/leader “in
the loop” with the resignation.
#4 Perfunctory: 29% will have a face to face conversation,
give a letter of resignation and a notice period but won’t
elaborate on the specific reasons they are quitting.
#5 Avoidant: 9% kept contact with the leader to an
absolute minimum and involved bringing in a third party
like HR or ducked out by sending in their resignation over
the weekend as opposed to face to face conversations.
#6 Impulsive: 4% will reach a breaking point without
having a conversation at all. There is no notice, no
letter or resignation and certainly no willingness to have
the transition period be as painless as possible for
#7 Bridge Burning: 10% will quit not only without any
notice, but they want to make sure that their leader
and/or organization know that they are extremely upset and
why. Emotions run high and both parties lose.
The way people choose to leave a company says more about
the organizational culture than it does about the
It would be a worthwhile exercise to categorize
resignations of employees over a 3 year period using
these 7 categories. If you do this and you find that
you have a high percentage of drama-filled resignations
or silent-treatment separations, then it would be time to
investigate the culture and how supervisors interpret and
implement the culture.