Leadership & People
The Quiet Exit
A two-line resignation and an HR-approved counter-offer. Your best analyst went quiet months ago. Find the interest under the position before runway ends.
- You
- Team Lead, Delivery
- Across the table
- Priya Mehta, Senior Analyst, Northline Analytics
He speaks first.
I figured you'd come by. I've got about twenty minutes before a handover call. What did you want to talk about?
The brief comes after you sign in.
The situation
Two lines, and HR is copied.
The email arrived at 9. Priya Mehta has accepted another offer. Last day in three weeks. No reason, no soft opener. HR has a counter-offer ready.
You are her team lead. She went quiet months ago. The resignation is the position. Whatever sits under it has not been said.
- Notice is already running.
- A counter-offer is the obvious reply.
- She has not told you why.
The session
About twenty minutes.
You sign in with your email, read the brief, and have the conversation. A short reflection comes first. Then the coaching debrief, on what you did. The transcript stays with the session. You do not see a score.
- Email sign-in
- Coaching debrief
- Up to 20 turns
Before you start
What people ask.
Who am I in this conversation?
You're the Team Lead on delivery. Priya Mehta is your senior analyst, and her resignation just landed. You get the full brief after you sign in.
Do I need HR or consulting experience to practise this?
No. The brief has the counter terms and recent history. You're practising retention when the stated reason isn't the whole story.
What do I leave with?
A transcript of what you actually said, and a coaching debrief on what it cost you. You answer a short reflection before that debrief appears. You do not see a score.
Can a team run the same scenario?
Yes. Each person gets their own conversation. A pilot is how a cohort starts: same brief, separate transcripts, one place for the programme lead to read them.
Beside this one