Recently on LinkedIn @Amy Gallow, PHR & @Harvard Business Review shared an article about the best ways/practices to quit your job if you are in fact a part of the “Great Resignation“. The post was anchored in centering the employer versus the employee when it comes to the personal decision to quit a job. A personal decision was discussed through an impersonal lens. In times like this, this type of positioning gives me pause. That discussion felt imbalanced and didn’t represent hey good cross-section of perspectives. Maybe that wasn’t the goal; it’s almost as if when as a professional a colleague reminds you that HR works for the company not for you but pretends to. Take heed and use caution.

Here’s the link to the original post: https://www.linkedin.com/feed/update/urn:li:activity:6839186866198069249

Here’s my response to the post: https://www.linkedin.com/posts/thecareernomad_leadership-leadershipdevelopment-employeeengagement-activity-6839232649303736322-3Soh

Are you considering the employee in this conversation?

All of your advice both in the post and video is employer centered. Given these unprecedented times, a balanced perspective that includes or even centers the employee — the person doing the work is required.

This pandemic has fueled a collective pause on everything that seemed unbreakable and impossible worldwide. This is the first time that I’m aware of…