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LEAVING WELL – WHAT’S AT STAKE

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We leave jobs for a variety of reasons—burnout, a better opportunity, poor management, higher pay. Or, perhaps we are shown the door and have no choice in the matter. Whatever the situation, there’s a lot riding on how we choose to spend our final days of employment. In this edition of LW, we’ve already offered tips on how to leave well. Now let’s examine why going graciously makes sense by looking at what’s at stake during a departure.

Reputation

You never get a second chance to make a last impression. Your final weeks on the job will leave a taste in the mouth of your fellow workers. Will it be sweet or sour? It’s up to you to decide through your behavior. Go out on top of your game by imprinting your best qualities on the memories of those you are departing. After all, you may be requesting their endorsement as professional references in the days to come.

Your reputation serves as your personal envoy. It precedes you when you enter a room of familiar faces, and it often follows you into new relationships. Your reputation may be an intangible asset…or liability…depending on how you treat others on the job. The process of leaving is your last chance to invest positively into your reputation.

Legacy

We give a substantial portion of our lives to our work. 40, 50, or 60 hours per week is a significant investment of time and ability. During our term of employment, we develop a depth of relationships no one else has, we acquire a storehouse of knowledge no one else shares, and we make contributions no one else could have made. We become familiar with the ins and outs of our positions, and we envision ways to improve and expand our roles.

Sadly, many employees take on a brazen attitude as they approach their final days. They seize the opportunity afforded by their soon-coming departure to be blunt and tactless. They fire final salvoes at co-workers they didn’t click with on the job, or they criticize leadership for decisions they didn’t like. “What are they going to do…fire me?” becomes their sarcastic slogan.

Why undo all you’ve worked for by in the final weeks of employment? Don’t undermine your own legacy. Instead, setup your successor to succeed. Your influence reverberates long after you’ve left, and how you depart gives your legacy its tone. Hand off your responsibilities with dignity, bearing in mind how to extend your influence into the future.

Network

Closely connected to reputation, your network is also at stake when you transition between jobs. As it is said, “it’s not what you know but who you know.” Your co-worker today may be in position to open up a career-enhancing opportunity for you in the future. Or, after going elsewhere, you may be able to recruit talent for your team by convincing former colleagues to join you in your new endeavor.

Another business maxim holds that, “Your network determines your net worth.” At its core, business revolves around relationships. Be intentional about staying in touch with the friends you’re leaving behind as you transition. Later, you’ll be able to call upon one another’s expertise, and you may be able introduce one another to ideas, people, opportunities that will benefit your respective leadership journeys.

 

LEAVING WELL – ACTION STEPS

In the United States, one in three workers will change jobs this year. Employee departures are commonplace, but the way an employee leaves may vary drastically from person to person. With so many employees walking out the door, what makes for a proper exit? Tara Weiss ponders the question in her article, “Moving on without Burning Bridges,” on Forbes.com, and her thoughts, summarized below, are worthy of notice for anyone approaching transition.

PRINCIPLES FOR LEAVING WELL

1. Give plenty of notice

In a fast-paced corporate culture, a two-week notice gives an employer almost no chance of finding and hiring a suitable replacement. As such, offering to be flexible with you end date will aid your employer in filling the gap of your departure. Ideally, you would still be on the job to train your replacement, but, at minimum, giving a lengthy notice will enable you to train an interim worker in your duties. In addition, stretching your notice beyond two weeks may afford you precious time to assemble progress reports on all ongoing or unfinished projects.

2. Explain why you’re leaving
Perhaps you didn’t get the recognition you deserved, or possibly your manager was a poor leader. Whatever the reason for your exit, be honest. While truthfully explaining your reasons for departure, speak graciously so that no bridges are burned. By being candid about your experience with the company, you are giving it constructive feedback for improvement.

3. Maintain relationships with co-workers

Chances are, fellow employees have enriched your life during your tenure. Before you leave, be intentional about thanking them. Write thank-you notes or give small tokens of appreciation. Take time for lunches or conversations that bring closure to your working relationships. Make a point to gather updated contact information from co-workers, vendors, and partners before you go.
4. Finish strong

Finishing strong is easier said than done. Once you’ve decided to move on, you are inclined to disengage emotionally from your job. When the clock is winding down on your time with an organization, it’s difficult to put high amounts of energy into your work. Resolve to perform your duties with excellence until the moment you walk out the door. It won’t be easy, but you’ll be glad you made the effort.

To read the complete text of Tara Weiss’ article “Moving on without Burning Bridges,” visit Forbes online

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