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An unexpected resignation can hit harder than we expect, particularly when you have invested time, trust and resources into a team member.

In Episode 93, Ami Assigal and Zac Pandur discuss what happens when a resignation lands unexpectedly, why the first emotional reaction is rarely the one you should act on, and how managers can shift quickly from frustration to protecting business continuity.

We discuss:

• Why resignations can feel personal
• Separating your emotional reaction from your responsibility as a manager
• Why you should never send the first response you draft when emotions are high
• Moving from “why are they doing this?” to “what needs to happen next?”
• The risks of changing pay, rosters or expectations just to convince someone to stay
• Managing sick leave and notice periods
• Protecting the wider team from disruption and unnecessary drama
• Why resentment from one resignation should never follow you into the next recruitment process
• Building consistent induction and orientation processes
• Using realistic, scenario-based interview questions to assess candidates
• Testing how candidates respond to pressure, conflict and difficult patients
• Communicating staff departures professionally
• Building resignations into your business continuity planning
• Learning to disconnect emotionally and focus on what the business needs next

A resignation might be unexpected, inconvenient and frustrating. But once it happens, the manager’s job is no longer to change what has happened. It is to control the response, protect the team and keep the business moving.

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