Announcing to a boss that you are resigning is always a bit tricky. When the decision is motivated by the mismanagement of said boss or, more broadly, a toxic work environment, the dilemma arises as to whether one should give the “real reasons” for leaving.
In a recent article, we reported on talent acquisition director Caroline Boyce’s advice to those resigning: “Be authentic in your reasons for leaving.” Upon reading this advice, we wondered how many people bother to “give the real reasons” rather than a “safe reason.”
To find out, we ran a quick poll on LinkedIn on the subject, which garnered 71 votes. The response was unequivocal; survey participants had a taste for transparency.
Among those advocating transparency, organizational psychology consultant Francis Painchaud, whose YouTube channel we recently wrote about, took the time to explain his position.
By giving the real reason, you give the employer a chance to see something, to have access to information that nobody gives, because too many people give safe reasons. Stepping out of your comfort zone helps others to rise above themselves, and that includes telling the truth… even if it’s hard!”
However, the consultant insists on delivering a message that is a critique of the company.
The idea is not to tell a boss “your four truths” in a vengeful tone. I’m talking about sincerely expressing your experience. humbly, without attack or reproach. Simply honestly mentioning the reasons why you are leaving. I am convinced that when feedback is given with a sincere intention to help improve the environment, it can be well received. Afterwards, if the employer is not receptive, he or she is depriving himself or herself of information that is essential to the improvement of the organization.”
Before delivering the real reasons for a departure, Éric Lépine suggests doing the following calculation:
It depends a lot on your management team, their acceptance of criticism and your need for their recommendation in the future… Giving the real reasons is preferable, but not at the cost of hurting your career. Also, making a scene a la TikTok is obviously disrespectful.”
Skeptical of such unanimity
Among those who responded to give a “safe reason”, Véronique Patry is not convinced that the surge of sincerity of the poll holds in real life, at the crucial moment of resignation.
I find it very difficult to believe that the majority of people give the real reason. Saying what they got more or better out of the new job, okay. But to freely express their ideas about the job or company they are leaving… I doubt it. Denouncing a toxic environment, poor management or overwork… Really? After all, they will need future references.
Véronique Patry says she once tried to explain to an employer that its high turnover rate and difficulty in recruiting were due to a poor management style.
I was told that I lacked tact and professionalism… when all I was doing was reporting what all the employees were saying in the absence of the bosses!
Clearly, some managers have a limited capacity for introspection. That’s why it’s probably wise to gauge the openness of the management team – as Éric Lépine suggests – before delivering the bottom line!
