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Between the one ready to move on and the one left behind, emotions collide. Leadership is how we hold that space.

I know personally how tough those last three months can feel.

Like the end of a marriage, it’s not just the close of a contract – it’s the death of shared visions. Between a manager and a team member who probably connected at their very first meeting. Between a person, a team, and the organisation they once dreamed with.

The one leaving has often already begun building new dreams elsewhere – halfway gone, hopeful, excited. But for the one left behind, the news can feel like heartbreak. They’re only just beginning to grieve what’s ending.

And now, we hear that three-month notice periods – once reserved for the highest echelons of senior management – are becoming a disturbing new norm.

Three months of that misalignment – one person moving on, the other still holding on – can be painful for everyone involved.

That’s why, in our Workplace Relationship Builder programmes, we’re seeing more organisations reach out not just for individual support, but for relationship support – to help both sides part well.

Because the reality is, endings don’t have to turn into grievances and lawyers. With the right space, structure, and facilitation, they can become moments of clarity, dignity, and even mutual respect.

Just like in a marriage, divorces don’t have to end up in court – and neither do workplace separations.

But when emotions are flying, egos are bruised, and fear fills the room, a neutral space-holder who can steady the relationship, contain the emotions, and help both sides realign can make all the difference – between a healthy “till next time” parting and a “see you in court” ending.

When I spoke to The Telegraph’s Helena Kelly about this growing pattern, I found myself saying:

“It’s almost like a couple breaking up: ‘I’m not going to let you collect your things; I’m going to make this as hard as possible for you to move on.’ A lot of toxic behaviours emerge.”

You can read Helena’s full piece here: https://www.telegraph.co.uk/money/jobs/career-advice/working-three-months-notice-period-drain/?icid=return_to_article

There’s a leadership lesson here too.

Leadership isn’t just about how we welcome people in. It’s about how we let them go – with empathy, dignity, and respect. That’s where culture is truly revealed.

When we part with grace, we don’t just protect culture. We preserve connection.