Steve Jobs once observed that getting fired was the best thing that ever happened to him. In many societies, being dismissed from employment is often regarded more negatively than voluntarily resigning. While both scenarios represent the termination of a professional relationship, dismissal may carry implications of ethical or moral misconduct. This perception may stem from longstanding workplace cultures where lifelong job retention was considered fundamental to professional success.
Although being dismissed from a position is not something I take pride in, it does not diminish my character. In my case, the situation was simply a mutual decision to discontinue working together. It is particularly difficult when the other party communicates, ‘We no longer wish to partner with you,’ or states, ‘At this time, we do not see the value in your contributions or talents.’ I have certainly reflected on whether I had become institutionalized in some of my beliefs or had grown too comfortable during my tenure.
When addressing young managers about my career, I openly discuss the obstacles I encountered along the way, including challenges, terminations, and transitions between roles. Most of my positions resulted from opportunities for learning, growth, and organizational changes that aligned with my abilities. However, there have been occasions when employers chose to pursue different directions. Such decisions are common in both professional and personal relationships, and it is important to recognize that each party may have its own perspective.
Early in my career, I made the decision to resign from a position without securing another opportunity, which presented challenges when explaining my period of unemployment. Employment gaps are often among the most difficult aspects to address on a résumé or during an interview. Questions regarding periods of unemployment are especially common among seasoned hiring committee members, who may view continuous employment as essential regardless of personal satisfaction. Historically, employment was perceived as an obligation, and taking time off was discouraged. In contrast, today’s culture encourages a balance between personal fulfillment and professional development.
On one occasion in my career, I was asked to resign—not because of ethical issues, but because our values had diverged. The organization decided to move in a new direction that differed from my own. It marked the end of my journey there, and while I remained emotionally invested, I may have become too involved in the organization’s strategic direction. This scenario is common in clubs where leadership changes. As the board transitions, a leader may find themselves on the opposite side of important decisions. No ethics or morals were compromised—only a shift in organizational perspective. As Stephen Covey said, “We agree to disagree,” which summarizes the situation well. Though I am not proud of these endings, I am proud of how I conducted myself and appreciate that the organization had the courage to make the change. I have had to make similar decisions with employees, helping them move beyond their own stumbling blocks.
Why does it feel better to resign than to be fired? Perhaps resignation provides a greater sense of control and confidence that another organization will value your talents more. Both situations represent change, the ending of a relationship, and both have casualties. In many cases, it is the coworkers and members who feel the impact most. People work for people, and when leadership changes above them, their entire professional experience shifts. Few people truly enjoy change, even though it is often described as essential for growth.
An Executive Chef position is about continual self-development, and tenure is the byproduct of mutual success. Some chefs become institutionalized, valuing loyalty over effectiveness. They may expect greater compensation based primarily on years of service rather than measurable results. I found myself in such a position after earning advanced education, asking for increased compensation even though the degree or certification was not required for the position.
I am pleased to have maintained a positive relationship with the organization after being asked to resign. I appreciate that their decision ultimately supported my professional growth, even though it was their decision to make. While I remained committed to the organization’s business model, I acknowledge that my compensation expectations, increased operational demands, and firm stance on strategic direction contributed to my departure.
Most hiring committee members understand that professional relationships may end without unethical conduct. It is important to recognize that professional partnerships sometimes conclude, resulting in the ideal candidate becoming available for another opportunity. While termination may not always be viewed positively, it is natural for both personal and professional relationships to reach their conclusion, allowing everyone involved to continue moving forward.
When coaching a candidate who has been released from a position, it is best to respond openly rather than avoid questions. Maintain a positive and professional attitude, and use the experience as an opportunity for growth. Always speak respectfully about your previous employer. While you cannot erase the past, do not dwell on it. Every life experience brings wisdom, and learning to handle rejection is among the most valuable lessons.
