How to Negotiate Your Own Dismissal: the Art of Conventional Resignation®
Virez-vous® !
Les solutions nécessaires aux cadres supérieurs et dirigeants.
How to Negotiate Your Own Dismissal: the Art of Conventional Resignation®
Leaving your company without litigation: Conventional Resignation® combines initiative, compensation, and reputation management.
Resignation vs. dismissal: two imperfect options
When an employee wants to leave, they hesitate between resignation and dismissal. The former keeps initiative but no compensation; the latter offers compensation but the company controls the timing and the narrative. Hence the need for a middle way: amicable separation.
Conventional Resignation®: a third way
Imagined by NegoAndCo, Conventional Resignation® lets the employee take the initiative while leading the company to formalize the separation. The result: agreement, severance, and a preserved reputation.
Influence negotiation ≠ haggling
Real influence negotiation isn’t just about price. It blends psychology, organization sociology, and strategy to create the conditions for a win‑win dialogue.
Three phases for success
- 70% influence: map stakeholders (manager, manager’s manager, HR, influencers), understand culture, and identify psychological, legal, and financial levers.
- 20–25% haggling: amounts, timing, support measures.
- 5–10% formalization: mutual termination or dismissal + settlement.
Labor court: the dead end to avoid
Labor court cases are long, costly, and uncertain; they damage relationships and reputations. The NegoAndCo path favors a quick, respectful dialogue.
Two concrete strategies
- Subtle non‑recognition of a new direct manager to open a window of opportunity.
- Intrapolation: avoid the never‑ending “look for an internal role” loop and keep control over the tempo.
Your best ally: your direct manager
“Always respect your counterpart. And remember: your best ally is your direct manager.”
