Leaving a job can be a difficult decision. Sure, there’s the allure of trying something new, but if you’ve been with the same company for more than a year, this can be a difficult decision.
Every year, thousands of people abandon their employment for a variety of reasons.
It’s possible that the former employee is just plain bad. The pay is terrible, and the CEO acts like a dictator in a third-world country. Alternatively, the position may be on the verge of being outsourced, and the individual takes the initiative to find a route out on his or her own.
Alternatively, the employee may be a dead end. There are no opportunities, and the everyday routine is monotonous. It’s also possible that the immediate coworkers and managers aren’t as friendly, and that the employee doesn’t have a fantastic work relationship that motivates him or her to go to work.
A job that isn’t particularly fascinating might nevertheless be a fantastic place to work if you have nice coworkers and superiors. Work is about making money, but it is also about socializing.
For the sake of this post, we’re not going to dive into the reasons for leaving a job. However, we’d want to focus on the actual process of quitting a job.
Again, there are a variety of options for leaving a job. You may simply leave if you don’t care about your old employment, but this decision could have long-term consequences for your career. Employers want to review the places you worked before they hire you, so keep that in mind.
These past transgressions may resurface and harm your reputation. “Oh, he quit his job without warning. What if he treats me the same way?” – This could be one of the first thoughts a new employer has. A one-week or two-week notice should be given, depending on the position. In some circumstances, 3-4 weeks may be sufficient. As you rise through the ranks, this may be the best option.
An executive who leaves a company without ensuring a smooth transition risks harming himself if the company experiences troubles later and this information becomes public. Treat the employer with respect and avoid burning any bridges. This will be the best option an employee can make in the long term.
To avoid unneeded stress, you should be prepared when resigning. Resigning is a stressful event in most circumstances. With careful planning, a well-prepared employee can take some of the tension out of this significant move. Write a two- or three-line resignation letter.
Nothing out of the ordinary. It’s best if you don’t say why you’re leaving. Simply inform the firm that you are quitting your position and when your final day at work will be. Sign the letter and deliver it to the manager to whom you will be quitting.
Do not simply turn the letter over and walk away. Say you’re retiring and then hand over your resignation letter. Prepare yourself to address queries about why you’re leaving.
Don’t make something up. If necessary, make a quick inventory of your pain points. You might even assist your coworkers by providing helpful input on specific scenarios and issues. I personally advise against using the term “money” as a primary reason for leaving. When it comes down to money, things tend to turn a little shady.
Be ready for an urgent counter-offer when you finally decide to resign. Some businesses try to solve the problem of an employee leaving by giving him or her more money. Alternatively, they may wish to purchase time by pretending to give you additional money.
They give you additional money while also working on your successor. Things may go well for a while, but when times got tight and layoffs are necessary, the person who accepted the counter-offer may be among the first to be let go due to the cost issue. Accepting a counter-offer can only be good or OK in one case, in my opinion.
Say you’re leaving due to the work environment, and you’re able to identify flaws and challenges. Some employers are oblivious to these issues and have no idea how their staff feels about particular issues.
Suddenly, a valuable employee leaves, bringing the problem to light. Some companies are willing to work with you to resolve the problem, and in these cases, a counter-offer may be accepted.
Nonetheless, the employee must carefully assess the issue. It’s critical to understand who you’re dealing with on a personal level. Can you put your faith in your boss?
A counter-offer may appear during the last few days of a company’s operations or shortly after the last day. Counter-offers were made in certain circumstances within 60-70 days of the employee’s departure.
These are hardly ideal circumstances. I strongly advise you not to accept such a counter-offer, no matter how enticing it may seem. The employee must remember that he or she has already left. This blemish will remain for the rest of your life.
One day, the boss may find himself in a predicament where he must choose who to fire first. Will it be the long-serving employee who has been with the company for eight years or the “Gung-Ho” who left only to be tempted back by money, only to leave again if the next employer offers even more money? Make a wager…
These are just a few things to consider when considering resigning from a job. Prepare yourself. Be brave. Change can be quite beneficial to your career.