In the realm of professional and organizational relationships, the act of resigning is often seen as a formal, definitive step—one that requires a written letter of resignation to serve as an official record of departure. However, sometimes individuals choose to resign verbally, without submitting an official written notice. This form of resignation can be likened to a broken twig of a tree—fragile, incomplete, and ultimately indicative of a deeper reluctance to part ways.
A tree, vibrant and rooted, may shed a twig when it is damaged or weakened, but that twig often still clings to the branch, hesitant to be completely severed. Similarly, a verbal resignation may stem from uncertainty, emotional attachment, or a sense of discomfort with the act of leaving. It’s as if the person is saying, “I want to go, but part of me still hopes to stay,” yet without the formal acknowledgment or closure that a written resignation provides.
Resignees who have been appointed have no reason to wait for whoever appointed them to decide if they will go or not, or whether their resignation is genuine or just bluffing. It is their own decision—no one else’s. Whether the individual truly intends to leave or is merely testing the waters, the choice remains their personal one. They are responsible for their own actions and must acknowledge that the decision to resign is ultimately theirs alone, regardless of external pressures or opinions. In addition, the organization cannot be bluffing whoever you are not even the highest ranking position of being National President or Chairman. The door is wide open 24 hours.
The problem with relying solely on verbal resignation is that it leaves room for ambiguity and misinterpretation. Without a written record, the reasons for departure may be misunderstood or forgotten, and the organization might face challenges in processing the transition smoothly. Moreover, a verbal resignation—like a broken twig—may eventually weaken and fall away, signaling an inevitable separation that was never fully embraced or resolved.
Organizations value clarity and professionalism, both of which are reinforced through written communication. A formal resignation letter serves as a tangible acknowledgment of the decision, allowing both parties to document the transition, plan for replacements, and maintain organizational stability. Without it, the departure is akin to a fragile twig hanging precariously—still part of the tree but at risk of breaking off entirely when the slightest disturbance occurs.
In essence, a verbal resignation that is not supplemented with a written notice resembles a broken twig of a tree—an element of the whole that once had vitality but now signifies an uncertain, incomplete separation. It reflects an internal conflict, a reluctance to truly let go, and a hope—perhaps unspoken—that the connection might still be restored.
To preserve the strength and integrity of the organization, it is advisable to approach resignation with clarity and formality. Submitting a written resignation not only provides official acknowledgment but also demonstrates professionalism and respect for the process. Just as a healthy tree relies on its sturdy branches and roots, a well-managed transition depends on clear communication—preventing the fragile, broken twig from falling away entirely and ensuring the organization continues to flourish. – GSM
