A sudden exodus of employees is causing leadership to panic and suddenly puts me under a microscope with questions like:
- Are you going to leave?
- What can we do to keep you from leaving?
- Do you see yourself here in 1 year?
These are all semi valid questions to ask in the best interest of the company. But I’m curious how this information could be used.
This all got me thinking – at what point could – “no - I don’t see myself in a year” be used as a resignation with a 1 year notice – and then terminated after ~3 months and be ineligible for unemployment since you “technically” resigned.
At my company, we had someone who told us they were planning on moving countries within a year, but hadn’t given a firm date to leave. We interpreted it as we weren’t given an official notice until they confirmed the date.
Even after they gave a date, we still treated them as a normal employee, but we did tell them we expected that their quality of work wouldn’t drop during this period. I don’t know how that would work in positions where the policy is to cut off access after someone gives their notice.
That would be an ethical business, unfortunately they are becoming rare.