Authors: Ellen Gordon Reeves
Tags: #Non-Fiction, #Self Help
Can I Wear My Nose Ring to the Interview?: A Crash Course in Finding, Landing, and Keeping Your First Real Job (51 page)
THE VACATION QUESTION
If you’re quitting with unused vacation days, too bad. What I mean is, if it’s important to you to use those days, do so before you give notice. If you agree to stay longer than you originally meant to as a favor to your boss, then it may be appropriate for you to take the time, but you’re not going to win friends by quitting and then asking, “What about my vacation time?”
Some employers like a long lead time so they’re able to find and train the ideal replacement. It’s not unheard of for employees who have good relationships with their bosses to give notice months in advance. This wouldn’t make sense if
you’ve been at a job for only a short while, but it might if you’ve become so indispensable that your departure would cripple your department. Beware, though, that some employers will assume you’ll mentally check out as soon as you’ve given notice or that you’ll infect the rest of the staff with a toxic attitude if you’re unhappy. They may prefer that you wrap things up and leave quickly.
If you’re leaving to take another job, your new employer may want you to start immediately. Don’t be too quick to bail on your current employer; respectfully remind your boss-to-be that you need to honor your professional commitment. Remember: You don’t have to start a job the moment you’re given an offer. If you’re really urgently needed at your new job, see if you can compromise by starting part-time.
When you’re ready to let the cat out of the bag, set up a meeting with your boss and/or HR; don’t just accost your superior without prior warning. If you’re asked what the meeting is about, you can simply say, “It’s about a career move” or “It’s about next steps in my career.” In the meeting, be direct: “I’ve accepted an offer as Associate Manager at Brand Co.” or “I’ve decided to leave to pursue other interests.”
Stress the positives and offer thanks for the opportunities you’ve had. If you’re asked, “What did we do wrong?” or “What criticisms do you have?” refrain from answering right away. Talk about the new paths you are pursuing; don’t let loose with a string of criticisms and don’t bad-mouth colleagues. At a later date, depending on your relationship with your supervisor or with someone in HR, you might offer suggestions for things you would have liked to change if you’d stayed.
A GOOD PAPER TRAIL
The nicest thing you can do before you go is to leave your colleagues, successors, and supervisors a good paper trail.
Get a copy of the original job description; update and annotate it with helpful hints for the new person. (Create one if it doesn’t exist.) Leave status memos and neat files on all current and future projects, to-do lists, a calendar with upcoming deadlines, and contact information for people with whom you often communicate.
Let your direct supervisor take the reins on disseminating the news of your departure internally and to clients. Ask her when and how she’d like to go public. Employee departures can be tough on company morale—there’s
a risk of a sinking-ship mentality setting in—so bosses tend to be cautious about how they’re presented and framed.
O
NCE YOU’VE MADE THE DECISION TO LEAVE
, you want to make sure you do it in the right way and on the best possible terms. It’s imperative that you leave on a positive note; you don’t want to give people the impression that you no longer care. Even if you were unhappy on the job, this is not the time to show it. You’re leaving—you should be happy about that—and you should use this energy to be the best, most upbeat employee you can be during your last few weeks on the job. You never know when you will cross paths with your boss and colleagues again. Remain on your best behavior.
Q. I’m happy where I am but the boss I loved is leaving. What do I do now? Should I leave?
A.
It depends. A shake-up can be a fast-track to a promotion: Someone who knows the ropes can be indispensable to a new employer. But a new regime could mean you’re next in line for the guillotine—the new boss may decide to clean house and get rid of anyone affiliated with the old guard. Have a frank talk with your current boss before he goes. Find out as much as you can about the situation and ask for advice about its implications for you. Get a signed, written reference. If your new boss isn’t restructuring the department, try to give him a chance before you decide to leave and cut your losses.
D
ON’T LET THE DOOR SLAM BEHIND YOU JUST YET
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you’ve got some important business to take care of:
Set up a meeting with your boss and/or HR. Don’t just spring the news on them in passing.
Be direct. There shouldn’t be any ambiguity about your intentions.
Announcing your resignation is one thing; negotiating for a raise or title change is another. Be clear about your goals.
Find out whether the company has specific departure procedures. Do you need to write an official letter of resignation, or will verbal notification suffice? Will you have an official exit interview?
Offer to help recruit and train your replacement.
Leave your desk and files in better shape than your predecessor left them for you. Clean out your desk and organize your office supplies. Get rid of anything broken or useless. Go through your electronic and paper files and make sure they’re easily accessible; throw out anything that’s really outdated.
Prepare an exit memo and job description, if applicable. (See box, page 208.)
Gather information and materials you’re entitled to take with you—samples of your work, contact information, product samples you can legitimately claim. (No raiding the stockroom or absconding with proprietary information.)