Boomers are most professional age group when quitting a job
By Matt Zajechowski
The decision to resign from a job is a moment of profound personal and professional significance. It’s a time when cultural norms, business etiquette, and individual emotions intersect, leading to a resignation notice.
In October 2023, a staggering 3.6 million people left their jobs. Is the language of parting from a job tinged with frankness or tempered with tact? What significance do exit interviews hold in this context, and how are they orchestrated? What mindset do employees hold after they’ve left their workplace?
To answer these questions, Preply, a language tutoring service, surveyed over 1,000 Americans to uncover common trends in how we communicate when quitting a job. The survey revealed that the most popular way to quit is in person, with 76 percent choosing this direct and personal approach. Nine percent went a step further, presenting their employers with a handwritten note.
However, not every departure is cordial. Approximately 19 percent of employees leave their position without any communication or notice.
Of those who do communicate their decision to leave, nearly 43 percent report their discussions last only a few minutes, indicating a preference for brevity in these potentially uncomfortable exchanges. Similarly, among those who opt for e-mailed or texted resignations, another two-fifths keep their messages concise, often a short paragraph or two.
Survey respondents show a strong inclination toward maintaining professionalism and decorum when resigning—91 percent actively avoid negative language. Generationally, this restraint is most evident in Gen Z workers (27 and younger), with 61 percent of that age group holding back emotions, closely followed by baby boomers (60s and 70s) at 59 percent, Gen X (44 to 59) at 58 percent, and millennials (28 to 43) at 57 percent.
Gender differences are also notable, with women (63 percent) being more likely than men (53 percent) to suppress their emotions during the resignation process.
The quitting habits display a complex mix of cutthroat choices and caring gestures. For example, 1 in 8 employees (Gen Zers the most, boomers the least) have admitted to timing their resignations to cause maximum disruption to their employer.
Managers play a crucial role in the dynamics of employee resignations, and their perspectives offer unique insights into these transitions. About 2 in 5 managers acknowledge feeling upset when employees resign, yet they maintain professionalism in handling these situations. In addition, more than 1 in 10 managers have experienced being unjustifiably yelled at by an employee during a resignation. Such incidents highlight the emotional intensity that can accompany the resignation process and the challenges managers face in navigating these moments.
In regard to exit interviews, 72 percent of managers view them as more of a formality than a genuine opportunity for feedback. This is most prevalent among managers in the corporate sector sharing this view, followed most closely in hospitality and educational professions.
Sylvia Johnson, a language expert, said managers should respond professionally when an employee quits by expressing understanding and respect for the employee’s decision.
“For example, a manager might say, ‘I acknowledge your resignation letter, and while I’m sorry to see you leave, I respect your decision. Thank you very much for your service to the team. We wish you all the best in your future endeavors,’” Johnson said. “In that example, the manager thanks them for their service, inquires about the reasons for their decision (for feedback and improvement), and discusses transition plans. Each of these steps ensures the use of language maintains dignity and professionalism.”
Source: Preply, a language tutoring online service.
