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Guidelines to Resign to Your Company

Many people decide to change jobs because they feel undervalued or poorly integrated into the project. The question is how to do it in the most advantageous way.

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“They do not fire me, it’s me who wants to leave. My job does not give me the satisfaction I expected and I have discovered new perspectives in my professional career, which I can only develop outside of this company.”

This is one of the main reflections that leads many professionals to consider the abandonment of their current company. But not everyone ends up taking the step. Insecurity and uncertainty about the future are factors that often paralyze the decision. However, after a prudent period of meditation, not a few people end up convincing themselves that taking the step is worthwhile and that it is necessary to assume a certain risk to achieve professional realization in other companies or through other formulas, how to start a business of your own When we are sure that it is necessary to move forward, we must consider how to act and what guidelines to follow to leave the company in the most advantageous way possible and without creating any kind of difficulties.

Analyze the reasons. What are the reasons why an employee decides to voluntarily leave the company where he works? Although you can give reasons of different types. The most frequent are the lack of meaning to their work in the company, not having integration links with the work and business project that their direct boss transmits. Rarely the trigger is a bad retribution, although in some case it occurs.

Scrutinize your authentic wishes. When you consider such a change, you must reflect on what you really want to achieve with it and what your personal and professional aspirations are. It is advisable to meditate on whether we are willing to leave the organization no matter what happens, or intend to force a salary improvement, a promotion or another advantage for our future work. That should lead us to consider and assume that if we take a pulse, we can win or lose, because perhaps our professional weight or our position in the company are not as important as we believe.

NINE STEPS FOR A GOOD DEPARTURE

Once we have made the firm decision to leave the company, we consider how to do it, how far in advance to communicate it, how to say goodbye, what reasons to give, etc. All these details are important so as not to damage our image when joining another company in the future or to create a business of our own, from which even our already old company could become a customer. The experts consulted by this magazine have provided us with the following nine tips:

1. Do it in advance.

The first thing you should keep in mind is to give notice in advance. The rush is not good in almost anything, and in this either. Your most direct bosses could interpret that you leave them hanging, especially if you were developing some urgent tasks.

2. Evaluate who to contact.

Under normal conditions, it is necessary to follow the procedures and channels that exist in the company. The logical thing is to speak with the direct manager and then with the Human Resources area. Initially, it is not advisable to write letters, unless the decision is irrevocable. A letter is perceived as a distancing and a desire not to dialogue.

3. Look for good arguments.

When you feel undervalued and do not find any sense in your work in the company, it can be difficult or cumbersome to give an exact explanation of your progress, especially if you do not have another job offer and the first expectation will be unemployment. It raises personal reasons and suggests that you need to rethink your professional career.

Normally, all bosses or managers will understand your proposal as a logical and lawful reason. Surely they also lived it that way in the past. In fact, and depending on their level of responsibility, they usually look for alternatives with the address for their collaborators. Even if the company itself can not do anything about it, they can advise different ways and facilitate various personal contacts to help the employee leave. Of course, provided they have clear the value of the candidate and that there are no other internal possibilities.

4. If the situation is ‘delicate’, it suits you to be discreet.

There are other reasons, fortunately rare, that would lead a person to have the desire to leave: racial discrimination, political, cultural, gender, sexual harassment, etc. Since these circumstances are delicate and concern the entire company, and if you choose to try to maintain confidentiality, the person you should contact initially would be with the head of Human Resources. If the reason is given by these questions, there is

We must raise it with caution and in a very truthful and credible way, because the company usually wants concrete data.

5. Finish your tasks in the company.

If possible, you must commit to the company to complete the project or the projects in which you were involved. If this is too complicated, at least you will be in charge of putting all the information about it at the disposal of those who are going to take charge, to facilitate that the continuity occurs without major problems.

6. Do not criticize.

Although sometimes you have to bite your tongue, it is not advisable to take advantage of the last moments to criticize or load the inks on the negative aspects observed in the operation of the company or in the leadership of the directors. In case we can not stand it, we must do it in a constructive spirit and indicate that we believe that measures are being taken or can be taken to solve it.

7. Do not close doors.

Although discouragement is the main reason that leads us to change career, your projects must condition the way and time to finalize the contract. It is not the same thing that you are thinking of looking for a new job as a salaried worker that you choose to establish as an independent professional or to set up a company.

You can even try to become a supplier of your old company. It would be a good commercial strategy because, knowing their characteristics and needs, you can serve them better. In any case, never make your intentions public, before it is necessary to have them very clear.

8. Personal farewell.

Once the decision is clear, say goodbye directly to all the people with whom you have had professional contact, of course without forgetting the directors outside your own department. Thank the classmates for their collaboration and for all they have learned, and make your friendship available to all of them.

It is preferable to say goodbye in the first place to the direct manager and, later, to those responsible with whom you have had contact, particularly those with whom you have worked and, of course, those who hired you, etc. Depending on the culture of the company, you have to consider which senior management should know directly about your departure. After saying goodbye to these people, it is best to do it in a general way. The email can be used for this second phase.

9. Prepare for the ‘bad faces’.

How should you act if the boss misses your exit from the company and asks you to explain badly? First, you must anticipate this situation by becoming aware that your attitude will be to speak politely and without fuss. You will indicate to him that you understand his surprise, but that the career of each one is something that must be decided by oneself. However, it is convenient to thank him for what you have learned with him and to tell him that you will always be willing to maintain relationships.

If it gets very violent, it is best not to lose your temper and shorten the meeting as much as possible. After a few days, once the situation has cooled, call to apologize for the surprise caused. If you do not want to get on the phone, you can simply send him an email indicating that you wanted to see him again. Of course, always with kindness: the courteous does not take away the brave.

WHY DO WE WANT TO LEAVE?

Making the decision to leave a company, especially when you do not have another job offer, is not easy. The reasons that lead someone to leave their company – in which, perhaps, it takes many years – can be diverse but, without a doubt, serious. These are the main ones:

● Carry a lot of time doing the same job, which can be boring, without spotting any facility for a change.

● Desire for professional improvement. At this point there are always nuances, because it depends on the ambition to grow that each individual has, and also their age. For example, around the age of 40, many people consider that they should take a step forward to gain a higher level that places them in an executive environment closer to senior management.

● Difference of criteria or lack of personal understanding with the immediate boss.

● Learn new things, what usually happens to younger people, with a desire to excel professionally.

● Issues such as mobbing, discrimination in relation to other partners or sexual harassment.

They will try to counteroffer

● They try to convince you to stay in the company. In this case, you must indicate that it is not a problem of counter-offer, that you have already thought about it properly.

● They offer you a raise. This attitude would indicate that the decision to leave the company is well taken, since it is not worth staying in an organization that expects this situation to increase the salary. In addition, it is assumed that if you go to have the offer of another company, it will pay you more. And if it is not, it is because the salary is not a strong reason to stay there. You should not stay exclusively for money.

● They propose a global renegotiation. If they propose a review of the whole work-boss, projects that will be carried out, autonomy, etc.-, think about it. Of course, to stay in a company that only reacts when you announce the exit, the change must be extremely attractive.

CAN WE NEGOTIATE AN INDEMNIFICATION?

A voluntary departure does not legally imply any compensation. But the cases of professionals who pose to management their state of demotivation, with the aim of forcing a negotiation, are common. Logically, companies are not interested in keeping a professional in this situation and can agree to negotiate. Another situation is when we suspect that the company is interested in leaving or it does not hurt our decision to leave. If so, we can also try to reach an agreement, and offer them an agreed exit, with a fair compensation according to our seniority and salary, free of conflicts.

Template regulation

Employment regulations and template adjustments are the order of the day. But we can turn these circumstances into an interesting opportunity for our plans, if it coincides with the moment in which we have decided to leave the company. Also, keep in mind that if the regulation is not technically well done, others will surely come later and, probably, the conditions of compensation of the first regulation will be better than the following ones. What steps can you take in this case?

● Try to find out, by the typical corridor rumors or personal contacts, if there is a template regulation plan.

● If so, do not say that you leave the company until it announces its intention to reduce personnel.

● At that time, inquire if they are preparing a list of possible affected, as well as the type of losses (incentivized, early retirement …) and compensation.

● Go to your direct manager or the head of Human Resources (depends on the company’s culture and the relationship we have with them) to present your offer to be included voluntarily among the incentives.

Two basic documents for the worker

Letter of resignation

In principle, the most appropriate is to announce our intention to leave the company personally and verbally. However, sometimes it is easier for us to write a letter. In this decision may influence factors of shyness, lack of proximity or lack of confidence with the bosses, uncertainty in the face of the reaction they may have … Or, simply, we can do so so that it is recorded in writing. In any case, at the time of writing the letter, do not neglect, at least two aspects.

Brevity. The company’s culture will advise if the letter should be more or less extensive, although it is advisable to make it short and concise. In it we will argue personal issues as a cause of making such a decision. However, there is a case in which the letter has to be extensive: when you want to motivate the exit by mobbing or moral harassment at work, or by harassment of another type (such as sexual harassment), in order to constitute a test that serve for presentation in a court.

Deliver it hand-to-hand. Unless it is completely impossible, the letter must be delivered by hand.

Letter of recommendation

Should a letter of recommendation be requested for use when applying for work in other companies or starting new business? Everything will depend on the relationships maintained. You have to calibrate if that letter will be honest or not. If it is not, even if you write good words, when you introduce a new employer, he can ask the signatories if they ratify what was said in the letter and then the consequences could be worse. On the contrary, if the trajectory and relationships have been good or correct, you can request a letter of recommendation and the possibility of giving names of people who provide good references, in case they are needed. It is common for companies that are selecting a candidate for a position to request, directly or through the consultants, professional references.

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