As we approach the end of the year (how time flies!) and clients rush to use up their remaining recruitment budget for 2019, the pressure is on job seekers to make decisions quickly and resign to ensure headcount is not lost.
Securing a new role can be exciting yet emotional, and it can be easy to fall into the trap of rushing the resignation conversation. It’s crucial to carefully consider the process when resigning and remember the importance of ending things on the right note in order to maintain positive business relationships for the future.
To help with your resigning process, I have pooled together six top tips for you to remember;
When resigning from your role, it’s important that you have thoroughly reviewed your future contract. This is the formal document you will receive when securing employment, so you must ensure you are happy with the offer details before speaking to your current employer. This is just in case there are any discrepancies and/or changes that need to be made.
Quite often, the excitement can take over and professionals end up resigning without having even seen the formal offer - this can be a risky move in the current job climate.
It’s always best to speak to your manager and resign in person, with a written follow up afterwards. This is not only respectful but also helps you better explain your decision and you can make it clear that there is nothing they can do to change your mind. Of course, there are certain circumstances that makes this more challenging; for example, if your manager is in another time zone. But where possible, face-to-face resignation is definitely best practice.
You want to keep your resignation conversation as direct and to the point as possible. Be clear, factual and to the point around your reasons and motivations for moving. Moreover, it is important to ensure you do not come across as negative in the conversation. Keep things short and sweet as you want your employer to recognise and understand that you are serious about moving. Don’t let them turn the conversation into a negotiation that’s fuelled by emotion as this could create doubt in your mind. By keeping to the point, outlining facts around your reasons for leaving, you will have a successful conversation and ensure that your current employer knows where they stand.
As mentioned earlier, a written follow up after a conversation is best practice. On the day you have resigned, pull together a brief yet formal and factual resignation letter or email outlining simply that you are leaving, your end date and confirmation of your resignation date. Just like the meeting, keep it short and factual (even more so than in the meeting, it is important not to leave any negative notes on a paper trail).
Always remember to be polite and thank them for all they have done for you.
After you have resigned, it is best practice to help your employer prepare for handing over to your successor. Try your best not to leave them in the lurch by providing a clear and detailed handover that will mean the transition period is that bit easier for the new starter. Not only will it earn you brownie points for future referrals/recommendations but will ensure that you aren’t burning bridges.
In the current competitive and candidate-short market, we are seeing a larger number of counter-offers than ever before as clients look to retain their staff in these uncertain times. If you are making a move, expect to receive one, and expect it to be tempting! It is a no brainer that any business would want to retain strong talent but it is important to remember that there is also a benefit to them in you staying to avoid spending time interviewing, paying additional recruitment fees, and the time it takes to train new starters. Always remember your motivations and frustrations that prompted you to consider moving and stand your ground in your delivery of these. In my experience, those who accept counter offers find that the frustrations do not change, and within a few months, they're back looking for new roles.
At Morgan McKinley we work closely with our candidates to coach them through their offer and resignation processes to ensure they feel confident and informed throughout. We invest in partnering with you as your Career Ally from the moment you start looking for a new role, right through to your future career development.
If you are interested in hearing more about working with Morgan McKinley in order to make your next Marketing or Communications hire or if you require help finding your next role, please reach out to me at firstname.lastname@example.org for a confidential discussion.