Anonymous tip-off that my DR will resign

Submitted by Timothy Adams
in
Management and Leadership
Hello Forum How should I handle this situation? I received an email from "Anonymous" that my DR intends to resign and work for a competitor in coming weeks. (There was enough detail in the email to indicate that "Anonymous" is likely internal, but not to identify them. I have also confirmed that the competitor is indeed newly creating the functional unit for which my DR has the skills to build such a business). This team member is a valuable contributor and I have only recently (within the past month) secured them a payrise and greater responsibility. I have been doing O3 religiously on a weekly basis for a year, and I would describe my relationship with my DR as pretty good, given they work remotely; so face to face contact is uncommon. Anonymous tip-offs are mischief-making, IMHO. However I don't want to lose this team member. I'd appreciate the collective wisdom. Thanks, Tim PS I'm long-term podcast subscriber. They're bloody brilliant.
Submitted by Tim Rutter on Monday April 11th, 2016 5:52 pm

I'd say the only actions you can take from this are to continue doing O3's and to warm up your bench.
As for Anonymous, I personally view this as deeply unprofessional behaviour, you are right to view this as mischief making.
Tim

Submitted by Timothy Adams on Monday April 11th, 2016 10:45 pm

In reply to by Tim Rutter

Thanks Tim,
That was my inclination, too.  I've gone back and listed to the 3 part MT casts (https://www.manager-tools.com/2014/10/my-direct-resigning-chapter-1-nev…) so I'm very comfortable in responding to the information when it is brought to me through appropriate channels. 
My boss and HR, however, have both suggested I directly approach my DR on the topic to "dispel the rumour"....  I can see this resulting in one of a few outcomes:

  • it's true, but the DR denies it and I've just damaged the relationship by implying I don't trust them.  They leave anyway, feeling more justfied in their move. 
  • it's true, the DR admits it, and they are really annoyed that I found out; their estimation of the integrity within our business drops and they feel justified in leaving
  • it's not true, and I look like I don't trust my DR

I'm struggling to see a positive here, so if anyone has another viewpoint I'd love to hear it. 
Tim

Submitted by Tim Rutter on Monday April 11th, 2016 11:39 pm

I think you've summed it up succinctly there Tim. There is very little prospect of anything positive coming from that course of action.
Remember HR and your boss are looking for certainty of outcome, so this course of action looks attractive to them. You as the manager, are focussed on relationships and the results they bring, so this quite rightly feels like a dumb move to you.
Tim

Submitted by Tim Rutter on Monday April 11th, 2016 11:42 pm

And one more thing:
A good argument to your higher ups as to why not to do this is "do you want to make it impossible for him to return?"

Submitted by Rishi Madan on Thursday August 15th, 2024 11:38 pm

I have a similar situation going on right now.
 
my tip off came from within the company through another direct in our O3. A second tip off came from outside the company through a contact. I decided not to take any action or to approach the direct. 
 
he approached me in our O3 that he is feeling disturbed by the rumours going around about him joining a competitor, had tears in his eyes. I consoled him and told him not to worry that I had heard the info but had decided not to take any action as I trusted him. ( not entirely untrue as he had signed a 3 year bond when he had to fly out to europe for a training at one of our suppliers). He claimed he had gone on info gathering mission.

I am taking the opportunity to "warm up the bench" and restructure in such a way that my high dependence on him is reduced. Not sure if I handled it well, but it a work in progress. Happy to hear other thoughts as well.

Submitted by Kathleen Edwards on Wednesday December 4th, 2024 6:25 am

All your reports can be looking or enteratining offers, and competitors are most likely where they will end up. So there is nothing special here. The rest of your team will notice how you treat this employee - you don't want someone to shorten their notice period because they remember that Joe was grilled, as HR is advising. Make sure you continue to treat them and the rest of your team well and professionally. If they do leave, use it to motive you to champion your remaining high performers.

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