Professional Resignation Tips

You have an offer in writing, and now you want to tell your boss to stick their job up their proverbial.... Hold on there. Whilst in the heat of the moment, it sounds like a great way to resign, handing your notice in with dignity AND not burning bridges is the best approach. How do you want to be remembered after you've left? Is there the slightest chance that the business relationship could be salvaged or be useful in the future? Before writing a scathing letter to throw on their desk, take a moment to think back over your time with the company. 👉 Keep the tone positive. Even if you dislike your job/ boss, try to be appreciative of at least one aspect of your employment. 👉 If you are comfortable giving a reason, explain why you are leaving. But don't make it personal. Are you leaving for more (or less) team leadership, relocating or a different tech stack, for example. 👉 Commit to giving a thorough handover. Plan exactly how you will ensure a smooth exit from the business, and not leave colleagues exposed or carrying the can. 👉 And if you are intending to work your full notice period, don't become disruptive and waste others' time - you are still being paid. Whilst the instant gratification of creating drama and storming out of the office might seem like a good idea, leaving with your head held high demonstrates your professional courtesy. How would you like to be remembered? #resigningwithdignity #professionalcourtesy #professionalreputation #LinkedInNewsAustralia

Notice periods are weird You're half in, half out. But what you do in those final days, define you! I’ve resigned twice. Hired hundreds. And been ghosted more times than I can count. I’ve seen both sides of the story. But here's the funny thing: almost no one talks about this phase. The resignation period. That awkward window where: - You’re in the system… but mentally checked out. - Your team still needs you, but you’re already dreaming about the next big thing. - You want to leave on a good note, but you also just want to get it over with. Here’s what I’ve learned after seeing both sides of the table: 1) Talk before you type Don’t just shoot off a resignation email. A real conversation with your manager? It shows courage and respect. 2) Know your contract Final pay, exit clauses, notice duration, non-compete, etc. it’s all there. Read it before assuming anything. 3) Keep it quiet (at first) Telling your team before your boss is not good; it’s messy. Avoid the gossip spiral. 4) Finish strong Tie up loose ends. Ensure the team is sorted. Share access. It’s basic decency. 5) Leave, but don’t burn Even if the experience was bad, venting on the way out just dims your own light. Stay cool. And yes, I know during notice periods, your mind is wandering. But if your old team still needs you, show up one last time with the same energy you started with. Not for the company.  Not even for the manager. Do it for the person you promised to be. #CareerAdvice #WorkCulture #LeadershipDevelopment #HumanResources

I can't believe that a little over a year ago, I was committing to a #PhD and getting ready to leave my full-time job 💼 There's a lot of insight out there about what do when starting a new job and preparing for a new opportunity, but there's not much when it comes to leaving a job and what you should do to round out your role. So, let's talk about it ⬇️ ✅ Document everything: Create detailed documents of your processes and responsibilities. It can be easy to assume things are "common knowledge"—write down those unspoken workflows that only you may be familiar with. I wish past employees in my roles would have done this 🙃 ✅ Have ALL the conversations: Schedule 1:1s with key colleagues to discuss transition concerns and address any lingering issues that might come up after you're gone. Have those lunches and fun chats you've been meaning to schedule, too. ✅ Create a transition timeline and clean up: Work backward from your last day to map out knowledge transfer, organize training sessions, and arrange gradual handoffs of responsibilities. Clean up your files, wherever you store them, and grab anything you may need (that you can take, of course). Transitions are challenging. Take care of yourself throughout the process. Your professional reputation isn't just built on how you show up—it's also shaped by how you leave 🩵 #CareerAdvice

When I left my first job as a Business Analyst to pursue an MBA, I informed my Project Manager 4 months in advance. I created a detailed transition plan, trained my successor, and stayed fully committed until my very last day. Fast forward to my time at YES BANK, when I decided to move on, I gave a 3-month notice, recommended the right person to take over, did a thorough handover, and even supported him after I left. You might say it’s too much effort for a company you’re leaving. But here’s the thing - You can either think short-term and burn bridges, or think long-term and build relationships. Your career isn’t just shaped by the roles you take. It’s defined by the choices you make when you have the power to walk away. #Leadership #CareerGrowth #ProfessionalEthics

Leaving a job is a big step, and how you handle it can have lasting impacts on your career. Here are some best practices for giving notice professionally—and how they can benefit you long-term: Give Adequate Notice: Typically, two weeks is standard, but this can vary by industry and profession. Make sure you know what is acceptable before you give formal notice. A smooth transition shows respect and keeps doors open for future opportunities. Notify Your Boss in Person: Whenever possible, have a direct conversation. It shows professionalism and allows for clear communication. Stay Positive: Even if you're leaving due to dissatisfaction, avoid negativity. Focus on gratitude and the experience you’ve gained. Help with the Transition: Offer to assist with training or documentation. Going above and beyond leaves a lasting good impression. Remain Engaged: Continue giving your best until your final day. Your work ethic will be remembered long after you leave. Prepare for Your Exit Interview: Provide constructive, thoughtful feedback. This shows you still care about the organization’s success. 💡 Why It Matters: Exiting gracefully preserves your professional reputation, strengthens your network, and builds goodwill. It’s all about long-term success! How have you handled giving notice in the past? Share your thoughts in the comments! 👇 #CareerTips #ProfessionalDevelopment #Resignation #Networking #Careers #Work #Talent

The Resignation Notes I Actually Send (After Some DMs Asking) Got quite a few DMs after last week's post asking for the actual resignation notes I give candidates. Here they are. Your Opening "I wanted to let you know I've accepted another opportunity and I'm resigning." Pause. Then: "I've appreciated working with you and the team. This was a difficult decision." Don't apologize. Don't over-explain. State the decision, stop talking.   Make It Official Immediately Right after the meeting, send your formal resignation email to your boss and HR. Key elements to include: Clear statement that you're resigning Your last day of service (based on notice period) Brief thank you   This prevents your boss from thinking they have time to change your mind before informing HR. You don't want to explain to your new company two weeks later why your start date needs to be delayed.   When They Ask Where You're Going "The new company has asked me to keep that confidential for now." If they push: "I've committed to not sharing that information." Most managers back off. If they don't? That tells you everything.   The Counter-Offer Response They will make you an offer. Promotion, pay rise, different role. Your line: "I'm grateful you value my work, but I've made my decision and I'm committed to it." If they keep pushing: "My decision is final. Let's focus on making this transition smooth." Then stop. Don't debate.   The Guilt Trip Deflection "You're leaving us in a difficult position." "After everything we've invested in you." Your response: "I understand this creates challenges. I'm happy to make the transition smooth." Acknowledge. Don't absorb.   The Two-Week Delay Tactic "Give us two weeks to put together a proper counter-offer." Your line: "I appreciate that, but my decision is final." If you agree to wait, you've told them you're negotiable.   The Transition Offer "I can document my current projects, create handover notes, and help train my replacement if helpful." This shifts the conversation from keeping you to managing your exit.   What Actually Happens Most candidates walk in thinking they know what they'll say. Then their manager takes control. I've had candidates call me two hours later, confused. "I don't even know if I resigned," one told me. Another accepted a counter-offer on the spot. Back on the market four months later. That's why you need these talking points written down. Your manager will steer the conversation. These notes keep you anchored.   Why This Works Your boss isn't a bad person. They're doing their job. And their job, the moment you resign, is to keep you. These talking points protect a decision you made for good reasons. Reasons that don't change because your manager suddenly promises everything you've been asking for.   Before You Walk In □ Read through these once □ Remember: you've already decided □ Their reaction doesn't change your reasons These notes help you do it professionally and kindly. #Recruitment #CareerAdvice #JobSearch

Why how you leave a role is just as important as first impressions I have a client transitioning out of her role right now, and we’ve been talking a lot about what it means to exit with purpose. To leave well. To hand over well. To be remembered well. Because the way you leave a role says a lot, not just about the kind of leader you are, but also about the kind of person you are. Too often we rush this stage. Because we're tired, over it, check out, already thinking about what's next. But when your departure is designed with purpose, it sets you up for your next chapter. Here's how: 1️⃣ Reputation is your long game. The way you leave often echoes louder than how you arrived. Leaving with integrity and gratitude signals emotional intelligence and maturity - people remember how you made them feel on your way out. 2️⃣ Relationships compound. Careers are cyclical. The colleague you support on your last week could be a future collaborator, hiring manager or advocate. Keeping the door open is one of the smartest career moves you can make. 3️⃣ It creates psychological closure. Finishing well helps you process, reflect and release. It’s not just about resigning (or being made redundant) it’s about consciously completing a chapter so you don’t carry its emotional weight into the next. 4️⃣ You leave with energy, not emptiness. A thoughtful handover sets others up for success - and that professionalism follows you. People want to work with leaders who make transitions feel easy, not chaotic. 5️⃣ It’s the ultimate display of leadership. How you behave when you’re leaving says more about your character than when you’re winning. Grace, clarity and generosity during a transition are marks of true leadership. Leaving well isn’t just professional courtesy - it’s career strategy. The energy and reputation you leave behind follow you further than you think. So before you walk out the door, ask yourself: “What legacy do I want to leave here, and how can I make it easier for the next person to succeed?” That’s what exiting with purpose really looks like. If you’re preparing for a transition, my upcoming newsletter dives into how to exit with purpose, clarity and confidence - link in comments. #CareerReset #LeadershipDevelopment #CareerTransition #WomenInLeadership

"It's with mixed emotions..." does anyone else think this is LinkedIn code for... "There's more to this story...🍿" I've helped literally thousands of candidates deal with resignations for 20 years. Often they are disgruntled. My key piece of advice: 📣 How you resign is how you're remembered...leave with grace, gratitude, and professionalism, because 𝐲𝐨𝐮𝐫 𝐞𝐱𝐢𝐭 𝐞𝐜𝐡𝐨𝐞𝐬 𝐥𝐨𝐮𝐝𝐞𝐫 𝐭𝐡𝐚𝐧 𝐲𝐨𝐮𝐫 𝐞𝐧𝐭𝐫𝐚𝐧𝐜𝐞. So with that... Here is a checklist of 7 Steps to resign gracefully, maintain relationships, and ensure lasting respect: ✔️1) Leave on Good Terms: Stay positive and professional...how you resign is how you'll be remembered. ✔️2) Give Proper Notice: Stick to your notice period and offer help with the transition to show respect. ✔️3) Express Gratitude: Thank your team and employer for the experience...it strengthens relationships. ✔️4) Offer Transition Help: Assist with training your replacement to demonstrate professionalism. ✔️5)Be Constructive: Keep feedback positive and focused on lessons learned...your exit leaves a lasting mark. ✔️6) Avoid Negativity: Stay respectful in how you speak about the company after you leave. ✔️7) Stay Connected: Follow up with key colleagues to maintain relationships...respect follows those who show it, even after they've left.

"From Red Carpet to Cold Shoulder": Why HR Needs to Elevate Offboarding🚀 As the year wraps up, we see an uptick in resignations. Turnover is natural, but how we handle offboarding speaks volumes about our commitment to people and culture. While we roll out the red carpet for onboarding, exits often get the cold shoulder. Here’s a look at some all-too-common mishaps: 🚫 Common Offboarding Pitfalls   - The "You're Dead to Us" Treatment👻     Suddenly, you’re invisible—emails go unanswered, projects vanish, and it’s like you were never there.  - The "Guilt Trip Express"😮💨     “After all we did for you?” It’s uncomfortable for everyone when employees are guilted for moving on. - The "One Month of Torture"🔥     That last month becomes a tough grind of micromanagement, scrutiny, and awkwardness. 💡 Key Offboarding Practices   To keep it classy, here’s how to handle exits like pros: - 🤝 Professionalism & Empathy – Acknowledge and respect their choice without resentment. - 📝 Conduct Exit Interviews – Gather feedback, thank them for their contributions, and learn from their journey. - 🎉 Plan a Thoughtful Send-Off – Honor their work with a well-organized farewell. - 🔗 Stay Connected – Today’s departing employee could be tomorrow’s brand ambassador or rehire. Takeaway: Let’s handle offboarding with the same respect we give to onboarding. Every exit is an opportunity to strengthen our brand and leave a lasting positive impression. 🙌✨ #HRInsights #EmployerBranding #EmployeeExperience #OffboardingDoneRight #ExitStrategy

The power of your position shouldn't come at the cost of someone's dignity. My mentee called me in tears after witnessing her manager terminate a colleague. Not because of the decision itself performance issues were real but because of how it was handled. Public humiliation. Raised voices. A security escort past stunned teammates. A human being reduced to a cautionary tale in less than ten minutes. "I can't stop thinking about Sarah's face," she told me. "And now I'm terrified it could be me next." That manager thought he was sending a message about standards. Instead, he'd just destroyed psychological safety for his entire team. Here's what I've learned coaching leaders through difficult employment decisions: When you terminate someone due to performance, office politics, or push them to resign through toxic behavior, remember this: They will recover. You might not. In 2-3 months, they'll find a better opportunity. They'll thrive in an environment that values their humanity. But the scars of your shouting, humiliation, and ego-driven cruelty? Those last forever. They might not speak about it publiclymost people don't burn bridges, even when bridges deserve burning. But they carry the memory of how small you made them feel during their most vulnerable moment. The real tragedy? It's completely unnecessary. Through my coaching work, I've seen leaders handle terminations with grace: ▪️ Private conversations focused on facts, not character assassination ▪️ Respectful transition plans that preserve dignity ▪️ Clear communication to remaining team members without drama ▪️ Recognition that ending employment doesn't require ending humanity The leader who humiliated Sarah? His team's engagement scores plummeted. Three top performers quietly started job searching. His reputation in the industry suffered when word spread about his methods. The cost of cruelty always exceeds any perceived benefit. My mentee learned something profound that day: Leadership isn't measured by how you treat people when they're succeeding. It's defined by how you treat them when they're leaving. True power lies in lifting people up, even when you can't keep them. Have you ever witnessed or experienced a termination handled poorly? What impact did it have on the remaining team and what did it teach you about the kind of leader you want to be? #Leadership #HumanResources #WorkplaceCulture #ProfessionalDignity