Resigning from a role is rarely just an administrative step. Instead, it’s a moment that sits at the intersection of emotion, ambition, and professional reputation. For candidates, it can feel uncomfortable, and for employers, it can trigger a scramble to retain valued talent.
At Phaidon International, we see this process from both sides every day throughout our affiliate recruitment brands, Selby Jennings, LVI Associates, DSJ Global, EPM Scientific, Glocomms, and Larson Maddox.
Focusing specifically on how to resign well, here’s how you can set the foundations for thoughtful conversations, including (but not limited to) counter offers. If you’re looking for detailed guidance on evaluating a counter offer itself, we recommend reading this companion piece.
Why the resignation process matters more than people think
Many professionals underestimate how much how they resign influences what happens next.
A clear, respectful resignation:
Preserves long-term professional relationships
Protects your reputation with current and future employers
Demonstrates maturity and leadership, regardless of seniority
Handled poorly, the same resignation can introduce unnecessary tension, mistrust, or rushed decision-making.
Preparing before you resign
Before any conversation with your employer, preparation is key.
Consider the following:
Are you confident in your decision to explore or accept another opportunity?
Have you reflected on what prompted you to look externally in the first place?
Do you understand what would realistically need to change for you to stay?
This preparation isn’t about rehearsing a script as such, it’s about ensuring you enter the conversation grounded, not reactive.
A professional resignation
A professional resignation should be:
Private – Always speak to your manager directly before anything is put in writing.
Clear – Ambiguity can create confusion or false hope. Be explicit about your intention to resign.
Respectful – Gratitude and professionalism go a long way, even if your reasons for leaving are complex.
Measured – You don’t need to justify your decision in detail or negotiate on the spot.
A resignation conversation is not the moment to vent frustrations or renegotiate history. It’s about communicating a decision with clarity and integrity.
The link between resignation and counter offers
Counter offers don’t exist in isolation, but they are a response to how and why someone resigns.
When resignations are rushed, emotionally charged, or unclear, counter offers often follow the same pattern. When resignations are calm, well-reasoned, and professional, any subsequent discussions tend to be more constructive and realistic.
From an employer perspective, counter offers are often driven by urgency. From a candidate perspective, they can feel flattering or validating. Neither dynamic automatically leads to the right long-term outcome though, which is why structure and reflection matter.
Advice for employers: Setting the right tone
For organizations, resignations are an opportunity to learn, not just react.
Best practice includes:
Listening without defensiveness
Avoiding knee-jerk counter offers
Being honest about what can and cannot change
Maintaining consistency and fairness across teams
Even when an employee does leave, a professional process strengthens employer brand and alumni advocacy.
Final thoughts
Resigning well is not just about keeping doors open “just in case”. It is instead about closing one chapter with professionalism so the next can start cleanly.
For professionals resigning, clarity and composure lead to better decisions. For employers, consistency and transparency build trust, even in moments of transition.
Handled correctly, resignations don’t damage relationships, but reinforce them.
