Who hasn’t fantasised at some point about telling their boss exactly what they think of them and storming out of the office — and their job — in high dudgeon? First — and it may seem obvious — make sure your new position is watertight before even considering handing in your notice.
Louise Smyth, director of Trilogy Recruitment, says she sees jobseekers who have handed in their notice without final confirmation from their new employer and the offer has fallen through. “If you’ve already given notice, your current employer may have already made plans to replace you, or might not be willing to let you retract your notice — which can leave you without either the old or new job,” she said. “Never resign until you have an official offer/contract in hand from your new employer. Better yet, wait until you’ve accepted that formal offer, because otherwise it’s possible that your negotiations could fall apart.”
Even if you think you know what the required notice period is, read through your employment contract to be sure. Then provide notice of your resignation in person and follow it up in writing.
“Always honour your notice period, and where possible, ensure that your annual leave isn’t stuck in the middle of this period,” said Eileen Moloney, head of marketing with Brightwater Recruitment.
A letter of resignation should include the date of resignation, agreement to work your notice period and, where appropriate, thanks to people in the organisation for their help or mentoring, she said. “Always end the letter offering to help either recruit your replacement or work on a handover with them.”
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If you are leaving to go to a competitor, there may be a non-compete clause in your contract; make sure you read the fine print on this.
“Your employer may decide to put you on gardening leave but you must be available to answer any issues or come into the office if needed.”
Smyth says your resignation letter should be composed as professionally as any other business document, starting with a friendly but formal opening and continuing with a clear statement of your intention to leave, and your last date with the company.
While some people like to include their reasons for leaving in this letter, Smyth’s advice is to save this for the exit interview. One should state a willingness to ensure there is a smooth transition to a replacement during the remainder of your notice. “Thank your employer for the experience you’ve gained working for them and wrap up your letter on a kind note,” she said. “Make sure you leave behind a positive impression.”
Most companies won’t let you leave without conducting an exit interview (or several, in some cases). This is a good opportunity for you to elaborate a little on your reasons for leaving – be it a straightforward case of more money or opportunity elsewhere, or a less straightforward case where you had real grievances or dissatisfaction in your job.
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“First, take a deep breath and remain calm,” says Smyth. “No matter what circumstances prompted your decision to move on, try to provide any criticism constructively. If your first interview provides the first impression, your exit interview provides the last.”
It’s far more endearing to be the person who left with grace and tact than the person who went down in a blaze of glory, added Smyth, berating anyone and everyone they ever worked with.” Wish everyone who is present well for the future, be positive and keep your reputation intact,” she said.
She says that, if you are leaving because of specific issues, it is fine to give feedback about these, as long as it is constructive, to improve things for the person who takes your place.
Always ask permission to use someone as a referee.
Moloney says that, if you have grievances, never wait until your resignation to voice your concerns.
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“Sometimes they can be fixed,” she said. “If they can’t, prior to the resignation meeting, tell your employer politely that these have been a factor in your decision but never make this the prime focus. Leave on good terms.”
Sometimes senior executives may not be aware of problems and would like to hear what they were. Moloney says you can be honest, but diplomatically so. “You may want to say that you don’t think you’ll get the career progression you want where you are, or that you have raised certain issues and nothing has been done, so you feel that it’s best both for the company and for you that you leave,” she said. “Ireland is a small place and you never know when you might need them again.”
Some departures are akin to a break up, where an employer has to justify themselves in several exit interviews, and offer various sweeteners to get employees to stay. While it’s great that your employer values you, an about turn at this point is rarely a good idea.
“There is a reason why you went looking in the first place, and that is unlikely to change,” says Smyth. “Stick to your guns and don’t feel bad — even if they offer you a pay rise.”
“No matter what prompted your decision to move on, try to provide any criticism constructively
Also, your current employer is unlikely to view you as dependable should you decide to leave then change your mind. A survey by Brightwater earlier this year found that more than 71% of employers trust their staff less after a counter-offer, and more than 82% start looking to replace an employee who has accepted a counter-offer.
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When working out your notice, the advice is to keep your head down and get on with the job as well as you can.
“Try to be helpful and respectful to your current employer. Stay positive and remain a team player, because if your new role doesn’t happen to work out long term, your old employer may just take you back one day,” says Smyth.
Moloney says to make sure you tie up any loose ends before you leave.
“A nice touch would be to develop guidelines on aspects of your job that would help your team or replacement,” she said. “Also, make sure that you’re taken off company accounts, and give access to social media channels to your replacement or bosses.”
She says it’s a good idea to compile a list of what you need to hand in on your last day, such as phone, laptop and keys to the office or company cars.
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“If you’re on a company pension or health scheme, make sure you transfer all details over to new accounts. It’s amazing how many people don’t understand what they need to transfer.”