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When it comes to resignations, salary matching is what most companies look forward to- if keeping the said employee is the goal. However, when this woman- also a co-founder- realised that her “good employee” was all set to leave the organisation, salary package or promotion was not exactly the tactic she tried using first– it was something else entirely. Allegedly, after listening to the employee's reason for not wanting to continue, the woman instead tried retaining him by letting him “design” his “ideal role”.Taking to social media, the woman recalled the conversation on LinkedIn and revealed that one question that changed it all: "If you could design your ideal role, what would that look like?”“I got a resignation I didn't see coming. I didn't accept
it. He was a good employee. Reliable, sharp, great culture fit. He came into our 1:1 ready to quit. I came in ready to flag a performance issue. Before I could get into the performance stuff, he said: Can I share something? I said yes. He paused at first. Then it all came out: I won't be able to continue. Instead of going through my list, I asked him one question: ‘If you could design your ideal role, what would that look like?,” the post read.After a detailed explanation, the co-founder realised that the resignation had everything to do with “role misalignment”. She further claimed that she was able to retain one of the best employees through listening to him and asking the said question.“After listening to him I realized. He wasn't leaving for more money. He was leaving because there was a role misalignment. Turned out the automation work which is what he came in for, the stuff I never had a single problem with… he loved. The tedious work we'd layered on top? He hated it. Because it made him context-switch every two seconds and taking focus away from the work he enjoyed,” the post continued.Later, turning to the internet, she suggested people do something similar.“So the next day I came back with a restructured role & offer. He asked for time to think. Then messaged me first thing:"I'll take you up on it.If I'd chalked it up to a performance issue and moved on, here's what I would have lost:↳ a culture fit that's genuinely hard to replace↳ months of business context sitting in his head↳ someone who's actually good at an important roleHere's what I learned:Retaining your team isn't about perks or pay bumps.It's about whether your team feels like they do work that matters & helps them grow. I almost missed it entirely. One question changed everything,” the post concluded.Times Now could not confirm the details of the post.Check out the viral post: The post was shared on LinkedIn by the handle ‘Preeti Malik’. The post was shared a day ago and pulled many views from people.
