Folks Online Wish They Heard From Their Managers What This HR Expert Explained They Should Say When An Employee Quits
While it is easy to argue that a job is just a means to earn a living, empowering you to get stuff you may or may not need, investing on average 8 hours a day, 5 days a week and up to 52 weeks a year, at the very least, leaves something to be desired.
A job has to be more than that. It has to be meaningful, it has to be fulfilling, it has to be human. And for this reason there is no room for toxicity, let alone space for toxic managers who can’t handle an employee leaving.
Enter this HR guru who gave a very cheesy, yet very spot-on speech on how managers ought to respond to an employee leaving a company—with support, not douchebaggery.
More Info: TikTok
While the concept of leaving a job has all these negative connotations attached to it, it doesn’t have to be that way, and managers shouldn’t live it out
Image credits: dan_from_hr
Human Resources Expert and TikToker Daniel Space, also very casually known as Dan From HR, hosts a TikTok channel that is chock full of various bits of advice, reactions and the like.
One particular video has been making rounds on the internet that struck a chord with many an internaut. In it, Daniel explains that he was asked via a direct message to give a word-for-word example of how a manager ought to respond to an employee who has decided to leave the company.
He did preface that it is probably one of the cheesiest things he has ever done, but people need to know.
After getting a DM about it, HR Expert Daniel Space shared how managers ought to react to people leaving a company
Image credits: dan_from_hr
@dan_from_hr #Jobsearch #linkedin #jobsearchhelp #getpaid #hireme #openroles #gethiredjobsearchtips #jobsearchtiktok #danfromhr #danfromhrtiktok ♬ original sound – Dan.from.HR
In the minute-long video, he explains that a manager ought to hit several key points, like congratulating the employee on the new job, saying the employee will be missed, asking them to stay in touch, letting them know that everyone would like to celebrate this with them, and other supportive comments.
The video also came with a caption “for all of you traumatized employees—this is what you should be hearing”. Based on that, and the fact that this was a request to begin with, getting such a positive response is not a common occurrence.
After his now viral video, Dan followed up with another short one, adding more to the speech
Image credits: dan_from_hr
Image credits: dan_from_hr
@dan_from_hr This is what to say #jobsearch #linkedin #jobsearchhelp #getpaid #hireme #openroles #gethiredjobsearchtips #jobsearchtiktok ♬ original sound – Dan.from.HR
And this is also evident from people’s reactions on TikTok. For the most part, people were either sharing stories of how they were actually told off by their managers, or expressing how nice it was, despite the cheesiness, to hear those words.
Among the stories, there were times management didn’t believe employees were actually leaving, there were cases when work tools were confiscated, and then there were instances where they just flat-out ignored the employees for the two weeks they had left to work.
And Dan’s videos were all the internet honestly needed with people praising Dan for sharing the speech and also telling their own tales
But one thing’s for sure—people don’t often hear these words, and that is sad. The video was quick to rack up over 680,000 views with 75,000 likes and 3,000 shares.
Dan also followed up with another video soon after, where he added several more phrases and expressions that managers ought to say in the same situation. These include “you got another role? Oh my god, congratulations, I’m so happy for you!” and “I appreciate the notice, but does that give you any time off before the new role?”
You can check out the two videos here and here, all with comments and whatnot, and you can visit Dan’s TikTok channel for more advice and content.
But before you do that, let us know your thoughts! Do you have management horror stories when you told them you were leaving? We’d love to hear them in the comment section below!
I have had at least 6 jobs where this was the response. And I would go back and work for any of them in a heart beat!
Yeah, I think oh_no40's response comes from a place of not ever having heard this. I am currently trying hard to cross-train at my current job for a likely (not certain) new position. The reason I told them before it was certain? Because I knew this (roughly) would be the response. So they get 6 months notice instead of 2 weeks. And I'll probably keep in touch, and may apply there again if the new position isn't as great as I think it will be. Because employers like this are worth it.
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One of my team spoke to me about a job offer they got and were thinking of taking. We spoke about their time in the team, went over some performance issues they had faced and gave assurances that I was happy to continue working with them to improve, that I like having them on the team and would be sorry to see them leave. But that it is their choice, not mine and if they think that they would be happier in the other role, we would be parting on good terms. They ended up staying. I don't know how much of that was me as there were other reasons, but I was happy with how the discussion went. Whenever people have left, I always thanked them for their contributions (even where I didn't think they contributed very much) and wished them the best of luck for the future.
I work in a field with a relatively small group of people. It's all contracting. When I interview candidates for open positions, I try to make it a positive experience. I'll be working with whoever gets the position for the foreseeable future. I try to counsel them on how to grow while there. It improves my team if its members improve. When they inevitably move on, I congratulate them and actively try to stay in touch. I've worked with the same folks on more than one occasion and got to rehire a few. I know a lot of this has to do with my field, but it's also just good manners and doesn't seem too hard to understand to me.
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I have had at least 6 jobs where this was the response. And I would go back and work for any of them in a heart beat!
Yeah, I think oh_no40's response comes from a place of not ever having heard this. I am currently trying hard to cross-train at my current job for a likely (not certain) new position. The reason I told them before it was certain? Because I knew this (roughly) would be the response. So they get 6 months notice instead of 2 weeks. And I'll probably keep in touch, and may apply there again if the new position isn't as great as I think it will be. Because employers like this are worth it.
Load More Replies... One of my team spoke to me about a job offer they got and were thinking of taking. We spoke about their time in the team, went over some performance issues they had faced and gave assurances that I was happy to continue working with them to improve, that I like having them on the team and would be sorry to see them leave. But that it is their choice, not mine and if they think that they would be happier in the other role, we would be parting on good terms. They ended up staying. I don't know how much of that was me as there were other reasons, but I was happy with how the discussion went. Whenever people have left, I always thanked them for their contributions (even where I didn't think they contributed very much) and wished them the best of luck for the future.
I work in a field with a relatively small group of people. It's all contracting. When I interview candidates for open positions, I try to make it a positive experience. I'll be working with whoever gets the position for the foreseeable future. I try to counsel them on how to grow while there. It improves my team if its members improve. When they inevitably move on, I congratulate them and actively try to stay in touch. I've worked with the same folks on more than one occasion and got to rehire a few. I know a lot of this has to do with my field, but it's also just good manners and doesn't seem too hard to understand to me.
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