When a member of your project team threatens to quit the project, it can be an incredibly stressful moment as a project manager. This is not least because it can threaten the future of your project and all your carefully laid our timescales. It is, however, an opportunity that you can use to address any underlying issues that you may not be wholly aware of. Ultimately, how you handle the situation can strengthen your team.
There are a number of different reasons that team members might threaten to quit. The most obvious is that they are working under a project manager that they don’t get on with. However, they could also be upset about pay or even feel that they have been passed over for promotion.
Let’s take a structured look at how to navigate this situation effectively, and how you should respond to any employee who threatens to quit. Our thanks to the APM project management experts at Parallel Project Training for their input on this article.
Understand the reasons behind the threat
it is essential to take time to consider the situation before you take any action. This means that you should take a moment to assess all of the details. Normally, people do not threaten to quit without a really good reason. Identifying the underlying cause of this threat is key, and some of the more common reasons include:
- Workload stress – When a person feels overwhelmed by the responsibilities of their role it can feel like the only thing to do is quit.
- Conflicts within the team – Conflicts within the scheme can create friction and make it hard to come into work. It is important to remember that these conflicts can arise with other team members or with leadership.
- Lack of recognition / career growth – This can lead to a team member feeling undervalued or as though their career has become stagnant
- Better job opportunities elsewhere – The situation in the current workplace may have forced the team members to look around. This could mean that they have either received a competitive job offer or have decided to take a different path with their career
- Work-life balance issues – The reason may also be a personal one, with other commitments causing strain to the person. This may mean they have chosen to change career / give up their job to help with this balance.
When you identify the reason and understand the motive behind a team member’s frustration then this can help you find the tools to address the problem in the most effective way possible.
How to respond when a team member threatens to quit
When a team member expresses their desire to leave, a response that is thoughtful and strategic can go a long way towards helping you de-escalate the situation. You need to be in possession of all of the facts so that you can see what solutions there might be. However, it’s important to remember that you won’t be able to help every team member who is in a position where they feel like quitting.
Stay calm and listen
It is important to avoid reacting in a defensive or dismissive manner that doesn’t consider the concerns of the team member, you should:
- Arrange to have a conversation one-to-one
- Actively listen to what the team member has to say, don’t interrupt them
- Acknowledge their feelings and show some empathy
Quite often a person can say that they are going to quit simply because they are frustrated. Venting their frustration can often result in a good deal of clarity over the situation. Offer a safe space where they are able to express any grievances, and this may prevent them from making impulsive decisions.
It can also be a good idea to ask some open-ended questions. This will help your team members to elaborate on the nature of their concerns. This might be things like “What aspects of your role feel unmanageable?” or “what would make your role feel like a more positive experience?” The responses that you get to these types of questions will help you to identify the specific problems that might need to be worked on.
Evaluate possible solutions
Once you have got to the root of your team member’s concerns then you can begin to consider what you might be able to do to help improve their situation. This might include:
- Rebalancing workload – Adjust some of the tasks that the team member has to make them more manageable and reduce stress.
- Conflict mediation – Set up discussions that can help to resolve interpersonal issues
- Provide recognition – Give appreciation for work that has been done and look for ways in which you can help offer career growth opportunities
- Flexible options – This might mean adjusting schedules or other work arrangements in order to provide better balance.
When you take the time to try and understand the issues and make changes, you are demonstrating your commitment to the wellbeing of your team members. And also maintaining the integrity of your project.
Should you try to keep the team member or let them go?
Unfortunately, not every threat to quit is something that you should try and find a solution for. Sometimes letting a team member go is best for everyone. It is important to think about just how valuable someone is to the team. If they have skills no one else has then their role may be critical to project success. If the demands have been simply too high then it may be best to let them look for what they want elsewhere.
Sometimes even the best solutions are not what the individual wants so it can be best to let them have their say and leave. If you have addressed their concerns and it still seems like departure is the best option, then the best thing you can do is ensure the transition is smooth for your project and the rest of the team.
Some team members who threaten to quit are just venting their anger and really just want someone to listen. Their worries can often be resolved with no issue to your team. However, some people threaten to quit because they want something that simply isn’t possible, and when this happens, it is usually best to part company.
