Good news! The unemployment rate is low, especially in Minnesota. Are you one of the lucky ones who has a new opportunity or offer? Your mind may be swirling from the excitement of moving forward as well as with trepidation about how to sever ties with your existing employer.
Many dream of the day they tell their current employer “so long,” often envisioning the dramatic flare that was demonstrated by the flight attendant who slid down the emergency slide with a bottle of champaign in hand after giving notice. But how you approach giving notice can go a long way in managing your reputation for the future.
How to have “the talk:”
Once everything is official, it’s time to give notice. This means you’ve received a written offer, negotiated your compensation package and jumped through the necessary hiring hoops. Here are some considerations.
1. Give notice
Before approaching your current employer, consider these questions to identify the best possible scenario for you:
- Do you need a break before starting your new role and can you afford a break in between? Is the new employer chomping at the bit for you to start because the work is piling up?
- How will your current employer react? How have they reacted in the past? Do you think they will be supportive or will they ask you to pack up and go? Be prepared for both scenarios.
2. Find time to talk in-person
Set up a time to talk to your leader instead of sending an email. This conversation may feel hard and uncomfortable but an in-person conversation provides an opportunity to work together on the details of the transition. What projects do you need to hand off and who should you transfer work to? What meetings should you continue to attend and which can you opt out of? How do you share the news both internally with colleagues and externally with clients and partners? Approaching your separation collaboratively and strategically with your employer leads to a smooth, seamless transition for all.
3. Summarize in an email
Once a final termination date is established, be sure to follow up the conversation with an email summarizing what was discussed and agreed upon. This email will be sent to your leader and human resources so that the termination paperwork can begin to be processed. Determine who will be your point person for handing over things like technology, phones, badges, corporate cards, etc., as well as for questions regarding benefits, unused vacation, your final paycheck and other compensation-related details.
The process of giving notice is never easy. Whether you had a challenging tenure and have been dreaming about leaving for sometime, or you’ve loved your job and your colleague, it’s important to manage your exit well.
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