Today’s employer is tomorrow’s referee. Although it may be a fantasy for some to walk into their manager’s office and tell them what to do with their job, it really does not benefit them in the long run.
A bad resignation process can lead to bad blood between your employer and yourself, potentially damaging your future job prospects and making it hugely difficult for us to place you.
A graceful resignation will enable not only a transparent transition during the notice period; it will also contribute to warm relations long term.
- Prior to the job hunting process even beginning, be open and transparent with your recruiter and your supervisor. This will help avoid the worst case scenario of you coming to us for a new role while acting in haste
- Have a plan prior to resignation day. Be prepared for the worst, remain calm, keep dialogue non-emotional and professional, and have a signed letter to support your verbal resignation.
- Write a letter of resignation prior to the meeting with management. Draft short, professional and direct communication. The letter should confirm your intention to leave, the date the meeting occurred and your anticipated last day of employment. Keep your resignation letter short, simple and to the point. There’s no need to go into detail about your new job, or what led to your decision to leave. If these issues are important to your old employer, he’ll schedule an exit interview for you, at which time you can hash out your differences.
- Refrain from explaining too much in the resignation meeting, as the conversation may turn personal and emotive. Stick with the “better opportunity” angle if tenure was unhappy. Also tell that your decision to leave was made carefully and doesn’t reflect any negative feelings you have toward the company or the staff.
- Resign at the end of the day, in private, and ideally at the start of the week. Your resignation should be handled in person. Ask your direct supervisor if you can speak with him or her privately in their office. Yes some people say resign at start of the day so you can leverage of the emotional support of your co-workers. This can be seen as a mutiny by your manager and a distraction to the rest of their team. Remember – a manager’s job is to manage the team to meet their team target, any distraction to that end can put a bad taste in their mouth.
- Refrain from telling your co-workers until the manager has been communicated the resignation. Talking to other staff before you leave creates upsets.
- Be prepared to be counter offered, but remember that an alarmingly high percentage (60%) of workers that do stay on will generally leave within their first year after a counter offer. Unless your reason for leaving is money related, you should also add that your decision is final and that you would prefer not to be made a counteroffer, since you wouldn’t want your refusal to accept more money to appear as a personal affront.
- Let your supervisor know that you appreciate all the company’s done for you and that you’ll do everything in your power to make your departure as smooth and painless as possible.
- Ask if there’s anything that you can do during the transition period (until you leave), such as help train your successor, tie up loose ends, or delegate tasks.
- Never to burn a bridge. Keep in touch with co-workers and mentors. This has the added bonus that their networks can have a flow-on effect for your networks.
- In all likelihood, the human resource staff will want to meet with you to process your departure papers, return keys or cover any questions you may have, like the transfer of your superannuation.
Handing over your post
Unless you want to be called on the mobile every time an issue arises about your past job/post or you want to be blamed for everything that goes wrong with your post in absence you need to write up your details of the role you performed.
A good post write up contains as a minimum the following:
- Summary of where you are at with currently active projects
- Contact details of all people needed to be spoken to in regards to completing your duties
- List of your successful actions in doing the role
- Instructions on how to do your role.
From experience I have found that many post write ups can be written up glibly by the departing person. By this I mean that they leave out key data and supply vague data. Having the person taking over the post inspect the write up and once satisfied with it – sign off on the completeness of the post write up means that the new person cannot blame you for any handed over projects failing.