Its amazing how people get unnerved about quitting their organization. After all, you keep waiting for the moment of release from the boss' tyranny, the impoverished existence or the sea of sycophants..... so you strive and toil over your resume, write the best cover letters, squeeze in telephonic and personal interviews galore and finally land the big one!!
And now, its showtime.... time to leave!! You've just handed in your resignation and watched with perverse pleasure the look on your boss' face [And he thought I would never quit, huh??] You sit through all the sentimental tales of how you mean so much to the organization, of how things will grind to a halt when you go, of how much opportunity you're leaving behind... etc. etc. etc. Its good fun......
But jokes apart, your exit from your company is a very important part of your career. For one, it is the linking point between two consecutive employment phases. Hence it is an important part of your career transition.
To establish yourself as a true professional, even the exit process needs to be handled with care, tact, finesse and well, professionalism.
Mistake #1: Improper Handover
This is the biggest mistake made by the most thorough of professionals. Usually your boss would confirm to whom and how the handover is to be given to. However, realise that in most cases, your boss is also unprepared to actually plan a succession that fast. So it is usually a scapegoat colleague who gets nominated to take over. And that, is usually, very ineffective.
I suggest you put your entire work functions in writing and mail a copy to your boss and his boss well in advance. That way you have ensured that any changes can be addressed before you are gone. My suggested timeline is as follows:
First Draft: Within one week of resignation
Corrected draft and discussion: Three days from first draft
Final handover Document: Within two weeks of resignation
Another major advantage of a written handover is that it eliminates people blaming you later for all their shortfalls ["Oh, you know, if Navin would have given a better handover, this wouldn't have happened!!"]. Sad, but it happens!!! God forbid, if you're in a customer facing role, and your company starts giving this excuse to the customer.
Also, giving it to multiple people quickly addresses the nasty habit that people have of "losing" vital information when necessary. With that much visibility, the boss is forced to reconsider who to give your job functions to, objectively.
Now you would say, what if no one comes back with corrections or changes? Its easy. You remind them, at most twice!! If they still don't come back, well, you promote your first draft to final document and relax!! Keep a copy with you for your own reference.
Mistake #2 coming soon....
And now, its showtime.... time to leave!! You've just handed in your resignation and watched with perverse pleasure the look on your boss' face [And he thought I would never quit, huh??] You sit through all the sentimental tales of how you mean so much to the organization, of how things will grind to a halt when you go, of how much opportunity you're leaving behind... etc. etc. etc. Its good fun......
But jokes apart, your exit from your company is a very important part of your career. For one, it is the linking point between two consecutive employment phases. Hence it is an important part of your career transition.
To establish yourself as a true professional, even the exit process needs to be handled with care, tact, finesse and well, professionalism.
Mistake #1: Improper Handover
This is the biggest mistake made by the most thorough of professionals. Usually your boss would confirm to whom and how the handover is to be given to. However, realise that in most cases, your boss is also unprepared to actually plan a succession that fast. So it is usually a scapegoat colleague who gets nominated to take over. And that, is usually, very ineffective.
I suggest you put your entire work functions in writing and mail a copy to your boss and his boss well in advance. That way you have ensured that any changes can be addressed before you are gone. My suggested timeline is as follows:
First Draft: Within one week of resignation
Corrected draft and discussion: Three days from first draft
Final handover Document: Within two weeks of resignation
Another major advantage of a written handover is that it eliminates people blaming you later for all their shortfalls ["Oh, you know, if Navin would have given a better handover, this wouldn't have happened!!"]. Sad, but it happens!!! God forbid, if you're in a customer facing role, and your company starts giving this excuse to the customer.
Also, giving it to multiple people quickly addresses the nasty habit that people have of "losing" vital information when necessary. With that much visibility, the boss is forced to reconsider who to give your job functions to, objectively.
Now you would say, what if no one comes back with corrections or changes? Its easy. You remind them, at most twice!! If they still don't come back, well, you promote your first draft to final document and relax!! Keep a copy with you for your own reference.
Mistake #2 coming soon....
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