Making The Great “Goodbye, Job” a Better “Hello, Opportunities”
Whatever your reason on why you have to leave your current job doesn't matter. It's about your response.
When doing a work exit, most employees are usually overwhelmed in the situation they are in. May your reason be a dreadful working environment, tyrannical hierarchy, or a new, greener field you are excited to be yourself in, you have to remember that leaving is not just all about you-- it is for every person in the room as well. As Dr. Michael "Dr. Woody" Woodward, organizational psychologist and author of The YOU Plan observed, people often get so wrapped up in the next opportunity that they fail to remember how important it is to leave on a good note.
"Do I have to care? Can't I just leave since I'll never see their faces again?"
The problem with most employees is that they believe they won't return to a company after they leave. The truth is, your former colleagues can be your future first investors, clients, business partners, employees, and referral sources. Don't burn bridges. Leaving a company on cordial terms can make your reentry easier and it's important for yourself to keep as many doors open as possible."
So how are you going to do your great goodbye?
Never Go Suddenly AWOL just because You Have Your New Job
Quitting a job without giving notice is a BIG NO NO. Even when things at work have gone from bad to worse, the people you suddenly left behind would start buzzing how unprofessional you are.
Always make sure you always get the right impressions. Being a quitter may relieve your current situation but not your future. You might never know who can your co-workers and your boss may be connected to, especially if you are working on the same niche. A few negative comments about your unprofessionalism could impend great harm on your reputation and your career fate.
Review and Follow the Rules Regards on Leaving the Company.
It's better to be knowledgeable with the policies and regulations before leaving the company. Leaving is not a pleasant thing. When you are having final conversations with the people you are leaving, it is better to have few questions or none at all. Asking "Will I still get my separation pay?", "Am I going to do this?" and whatever self-concerns you may have may create arguments or conflicts along the way.
Go to your Direct Supervisor First and have a Good Talk.
The first person who should know you're leaving is your supervisor than anyone else in the room. It's better to talk the cut rather than suddenly do the cut without a word. We are all human beings with feelings even with the system. It's better for your supervisor to directly hear it from you rather than hearing first towards others. You will never want additional stories attached to your real story on why you left.
Don't Just Leave Them Behind.
You have to have the initiative to help the person who'll replace you by preparing the documents for transition. Offer help especially if you are in the management position. Your thoughts and experience matters. Your existence is part of the company's and your co-worker's history. Never underestimate the domino effect of everything you have done-- even to the very last minute - to everyone's welfare and progress.
Express Your Gratitude.
Start thanking all what you've learned from your supervisor. Talk about what you learned what you will carry forward in your career. You're not being a smooch, you're being grateful. There are chances that your supervisor / boss might feel inadequate just because you are leaving them.
If you can't do a personal talk, at least write a letter. Lynn Taylor, author of Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job, suggests you to write your gratitude before or with your resignation letter. If you had a negative experience with working with them, better just shut your mouth up. Nothing positive comes from negative actions. Insults won't get you anywhere either.
Do it right for:
Good Word of Mouth
It would be easier for any person to make a positive recommendation especially in LinkedIn. Your online CV, with 135 million members joining every second, would have a good facet on who and how you work. Positive good word of mouth have unpredictable potential.
As Susan Adams said on her article Everything You Need To Know About LinkedIn Recommendations, the best case scenario comes when a recruiter or hiring manager happens to know the person who wrote your recommendation, either personally or by reputation.
For instance, if a recruiter is thinking of hiring you, a close contact (who happens to be your former colleague or boss) happens to knows the person who is recommending you, it will be easy to reach out through the connection to get in touch with the person who wrote the recommendation.