So last week we spoke about the dreaded practice of ghosting, with a focus on the recruitment aspect. This week we will be focusing on the employee and the circumstances that may arise which ultimately leads to their decision to ghost their company. Grab those pencils and take some notes, you may want to hear this!
For those who need a refresher on what the process of “ghosting” is, I will gladly tell you! Ghosting is the dissolution of either a personal or business relationship with a total loss of communication. So for an employee, what is the purpose or meaning for “ghosting” a company? Well for one, this candidate-driven market is thriving with more jobs than people, and if we couple that with the lowest unemployment rate the country has seen in decades, then we may have ourselves a reason. The problem is that employees see the vast opportunity that is out there and may think “oh, this company wants my programming skills, I’ll start for them tomorrow” which then negates the stressful and (sometimes) arduous process of having to give a boss a two-week notice. The employee leaves, blocks the company’s number and transitions seamlessly into the new position. It’s a process that happens so fast it may make your head spin. The problem is that the company whom the employee dedicated two years will most definitely sever all ties. So if the new position ends up being a nightmare, you can kiss a Plan B goodbye!
As young business professionals, you would think we would strive to always maintain a strong reference list and rapport with our past employers. Would you bear to throw away two or three years because of an inability to tell management something better came along? Is that something needed on our conscience? The answer is NO!
So with ghosting being such an easy task to undertake, we may wonder why to even worry about the stress of leaving? Trust us, we understand that sometimes a job can be unbearable to the point where you can’t even perform, but utilizing that 2-week notice can have such a lasting impression on your next employer. This blog would not be complete without us giving you some vital tips that will only make your exit easier when that next opportunity comes!
Written by: Austin Bartley