Life Desk :
From following protocol to not burning bridges with past employers, here are 10 instances of exit etiquette which you must keep in mind when in the process of quitting your job I’m wearing my search consultant hat on this topic, so despite leaving only one company in my entire career, I would still count myself as a bit of an expert.
It’s not an easy time for the company or the employee. Emotions are high, career and company growth are the dynamics at play. An employee may leave for ‘better prospects’, personnel-related issues like promotion or poor working environment or for personal reasons like a family issue or sabbatical, etc. The company may be prepared or completely caught off guard depending on the relationship with the employee, HR processes in place and the economic climate. In addition, as companies know past employees are tried-and-tested talent and are familiar with their culture, a lot of companies have strong alumni networks in place to retain or rehire prized executives. With these dynamics at play and the constant difficulty in matching an excellent employee to an equally responsive company, there are a few things an employee should keep in mind once they decide to resign.
It is important to know the applicable notice period, rules of resignation related to loss of stocks, bonuses or other benefits. Otherwise you could end up losing financially by not managing dates or paperwork properly. Understanding exceptions made by organizations also matters, as many companies may not insist on long notice periods like three months when one joins the competition. Rules on buying out notice period, non-compete clauses, company property, medical insurance, etc, are important. This helps you plan ahead and gives one a more realistic picture.
Be fair in what you promise your past and future companies, and do not go back on what you have committed.Organisations need to plan the entry and exit of talent and this can derail a company’s plans, so being sensitive to that as well as being conscientious and duty bound is always a good thing. It means you value yourself and your contribution.
Some times, the coffee lady knows your plans to leave before your boss or HR does, and that is simply not right. You owe it to yourself, your years of service and your management to request a meeting or send a polite and respectful resignation mail before you share it with peers or team members. The anger that stays with the company at moments like this can simmer for a long time, as it also shows you up as being unprofessional. Similarly, it is perfect protocol to not give away any information about your new company and plans while you are exiting either.
Post resignation, most of the toxic stuff spews out -the boss who made you angry and denied you a promotion or training, an internal, arbitrary rule change that impacted your performance, the colleague who blindsided you or an HR head with a poor appraisal protocol – anything could be seething inside. There may be negative emotions and you may be glad to leave, but venting in a volcanic way is counterproductive. At the formal exit interview, be careful to make your points in a controlled and pragmatic manner. Do remember to share what you have loved and liked about the company as well. A good company will anyway take the trouble to use these inputs to correct and enhance their HR processes. In addition, during your notice period, avoid showing off your new salary. Do not behave in a manner which shows that this job does not matter to you anymore.
This is a really underhand thing that anyone with integrity would balk at. People sometimes threaten to leave, or actually pick up offer letters just to get that knee jerk recognition or salary hike. It is something personally repugnant to most professionals as you should resign only after weighing all alternatives and once you have genuinely made up your mind. Worse, some take that counter-offer and proceed to further renegotiate with the new company! Search consultants would avoid candidates like this with a barge pole as the integrity of the person will then always be in question.
Get a list of your clients, assignments in progress and process documents in order.If you are helping with hiring your replacement, ensure there is an overlap so the company is comfortable. Transfer knowledge, both verbal and written, as much as possible. Clean out your PC and desk. Ensure company property like mobile phones, car and laptops are formally returned.
Coordinate with IT, HR and bosses for references, proof of service, any salary supporting documents that may be required. Although rare, if your new company requests a written reference or to speak to your present boss, do ensure that this is professionally enabled.
Remember, you could walk right back in a few months or a year if things don’t work out, and anyway these are people and clients you have worked with for a long time, so any rude or triumphant behavior should really be avoided. You often hear a company appreciating how professional a person was during their exit, and the new company also realizes that the new entrant has ethics and integrity.
We forget to say thanks for all the great things that happened and all the good stuff we learnt. Send out a nice farewell note when you leave with your forwarding coordinates, but do specifically write or call mentors, peers or team members who have been particularly impactful in your career. It is also incorrect etiquette to overtly badmouth your old company to your new one.
I know a Bangalore company, which has a fantastic alumni network that meets monthly. When there is a start-up or new people required, they simply connect with one another. Their shared relationships, camaraderie and gratitude to their old company make them value each other and this creates goodwill. Stay connected on LinkedIn (but don’t overdo it by inadvertently stalking someone!) and call your boss and colleagues once in a while on birthdays to say hello.
Professor Len Schlesinger of Harvard Business School refers to the process of leaving (and joining) a company as: “The bookends -how you start and how you end -are the most important parts of any professional relationship.” So, while stacking these bookends in your career, be as respectful, pragmatic and professional as you can.
– Mumbai Mirror
From following protocol to not burning bridges with past employers, here are 10 instances of exit etiquette which you must keep in mind when in the process of quitting your job I’m wearing my search consultant hat on this topic, so despite leaving only one company in my entire career, I would still count myself as a bit of an expert.
It’s not an easy time for the company or the employee. Emotions are high, career and company growth are the dynamics at play. An employee may leave for ‘better prospects’, personnel-related issues like promotion or poor working environment or for personal reasons like a family issue or sabbatical, etc. The company may be prepared or completely caught off guard depending on the relationship with the employee, HR processes in place and the economic climate. In addition, as companies know past employees are tried-and-tested talent and are familiar with their culture, a lot of companies have strong alumni networks in place to retain or rehire prized executives. With these dynamics at play and the constant difficulty in matching an excellent employee to an equally responsive company, there are a few things an employee should keep in mind once they decide to resign.
It is important to know the applicable notice period, rules of resignation related to loss of stocks, bonuses or other benefits. Otherwise you could end up losing financially by not managing dates or paperwork properly. Understanding exceptions made by organizations also matters, as many companies may not insist on long notice periods like three months when one joins the competition. Rules on buying out notice period, non-compete clauses, company property, medical insurance, etc, are important. This helps you plan ahead and gives one a more realistic picture.
Be fair in what you promise your past and future companies, and do not go back on what you have committed.Organisations need to plan the entry and exit of talent and this can derail a company’s plans, so being sensitive to that as well as being conscientious and duty bound is always a good thing. It means you value yourself and your contribution.
Some times, the coffee lady knows your plans to leave before your boss or HR does, and that is simply not right. You owe it to yourself, your years of service and your management to request a meeting or send a polite and respectful resignation mail before you share it with peers or team members. The anger that stays with the company at moments like this can simmer for a long time, as it also shows you up as being unprofessional. Similarly, it is perfect protocol to not give away any information about your new company and plans while you are exiting either.
Post resignation, most of the toxic stuff spews out -the boss who made you angry and denied you a promotion or training, an internal, arbitrary rule change that impacted your performance, the colleague who blindsided you or an HR head with a poor appraisal protocol – anything could be seething inside. There may be negative emotions and you may be glad to leave, but venting in a volcanic way is counterproductive. At the formal exit interview, be careful to make your points in a controlled and pragmatic manner. Do remember to share what you have loved and liked about the company as well. A good company will anyway take the trouble to use these inputs to correct and enhance their HR processes. In addition, during your notice period, avoid showing off your new salary. Do not behave in a manner which shows that this job does not matter to you anymore.
This is a really underhand thing that anyone with integrity would balk at. People sometimes threaten to leave, or actually pick up offer letters just to get that knee jerk recognition or salary hike. It is something personally repugnant to most professionals as you should resign only after weighing all alternatives and once you have genuinely made up your mind. Worse, some take that counter-offer and proceed to further renegotiate with the new company! Search consultants would avoid candidates like this with a barge pole as the integrity of the person will then always be in question.
Get a list of your clients, assignments in progress and process documents in order.If you are helping with hiring your replacement, ensure there is an overlap so the company is comfortable. Transfer knowledge, both verbal and written, as much as possible. Clean out your PC and desk. Ensure company property like mobile phones, car and laptops are formally returned.
Coordinate with IT, HR and bosses for references, proof of service, any salary supporting documents that may be required. Although rare, if your new company requests a written reference or to speak to your present boss, do ensure that this is professionally enabled.
Remember, you could walk right back in a few months or a year if things don’t work out, and anyway these are people and clients you have worked with for a long time, so any rude or triumphant behavior should really be avoided. You often hear a company appreciating how professional a person was during their exit, and the new company also realizes that the new entrant has ethics and integrity.
We forget to say thanks for all the great things that happened and all the good stuff we learnt. Send out a nice farewell note when you leave with your forwarding coordinates, but do specifically write or call mentors, peers or team members who have been particularly impactful in your career. It is also incorrect etiquette to overtly badmouth your old company to your new one.
I know a Bangalore company, which has a fantastic alumni network that meets monthly. When there is a start-up or new people required, they simply connect with one another. Their shared relationships, camaraderie and gratitude to their old company make them value each other and this creates goodwill. Stay connected on LinkedIn (but don’t overdo it by inadvertently stalking someone!) and call your boss and colleagues once in a while on birthdays to say hello.
Professor Len Schlesinger of Harvard Business School refers to the process of leaving (and joining) a company as: “The bookends -how you start and how you end -are the most important parts of any professional relationship.” So, while stacking these bookends in your career, be as respectful, pragmatic and professional as you can.
– Mumbai Mirror
