Nice to hear from you, Ed - and good ideas (if only it were that easy...)
I agree with that. But the point of my post (and email to all at my company) wasn't about how to handle a situation where an employee has an offer to go somewhere else.
The whole point was that the dialog with the company should start before that -- at the "I'm thinking of looking around" stage. That's where problems and issues can be rooted out and nipped in the bud, or if not, at least everyone knows where everyone stands, and you can plan for a more orderly transition.
This happens regularly at RP. Not all the time (and I’d like it to be 100%), but it does happen regularly.
Thanks, Mike (for the comment and the comment!) – Angela is going to send something out on Monday linking to it.
Totally not my point. Hopefully as a manager, you are on top of issues proactively, and better yet, helping people manage and develop their careers proactively to avoid issues. But no matter how good you are at those things, you can't prevent someone from getting an inbound offer that surprises them and makes them rethink things, in which case, this kind of moment should be an opportunity to reevaluate, if the employee allows you to.
Always better. Difficult, but always better.
Yes, we try to make it a two-way street. Our rule of thumb is that "none one should ever be fired," as much as "we should never be surprised when someone resigns."