The “All-Star” Way to Quit a Job
Quitting doesn’t sound like an important part of managing one’s career, but the way you leave a job says more about you than how you start a job.
No matter what level in the organization you’re at, there is little difference in the approach that you should take when you are about to quit. You should first inform your direct superior and do so in person. Taking an afternoon off is something you can email your boss about, but not resigning. It’s the right thing to inform them in person and present him/her with a written resignation letter. Typically you will also provide a letter of resignation to Human Resources and keep a final copy for yourself.
From there the process varies based on the impact your departure will have on your company. Typically the more senior your position the more caution must be taken to ensure the company and your staff don’t go through unnecessary turmoil. In other words, when and how the announcement is made public, should be coordinated with your boss and HR. And otherwise, “who will know when” requires more careful deliberation than if you are in a less visible job with few or no staff.
How do you quit so you don’t burn bridges, even if you’re angry and unhappy?
Even though the temptation may be, oh, so, great, to walk in your boss’ office and connect your iPod to external speakers and crank the Johnny Paycheck classic “Take This Job and Shove It” as you do a little dance around your boss’ desk - contain yourself. In the end a resignation, especially from a bad job, should be an intellectual and not an emotional event. It should reflect your professionalism and class, regardless of theirs. Not burning bridges should be a side benefit not a core reason for being professional. After all you are leaving them behind and what is sweeter than that. Rubbing it in is over the top and reflects poorly on you. You should leave with the same class that you will enter the door of a new employer the following day.
In circumstances where you are leaving a job that has been good to you and where you are leaving with a heavy heart - adding a tinge of emotion is alright. Nothing would be odder than leaving a great job you loved as though you couldn’t care less. Kind of like leaving a McDonald’s after a coke and fries.
Should you apologize?
Interestingly, companies that respect you and are sad you are going, but wishing you well. They don’t need or expect apologies. They are just happy you are doing what’s right for you and your family.
Companies more concerned about their own well being and less about yours - they likely do expect an apology. But knowing that, do they deserve one?
Generally, apologies are unnecessary unless you are creating an undue hardship. For instance, if you can’t give your company as much time as they need to replace you - then an apology might be in order. But reasons for making an apology should be common sense. So trust your own common sense.
Should you do it in writing or in person?
Both in writing and in person. As mentioned before, it’s not like you are asking for the afternoon off, this is a significant event and it typically deserves to be communicated in person. When you inform your boss you should present him or her with your letter of resignation. You should also keep a copy for yourself and third copy should be delivered to Human Resources.
What should you include in a resignation letter?
Any resignation letter should be short and sweet. It should be neither a diatribe nor a painful love letter. Two or three short paragraphs informing the company of your resignation, the effective date of your resignation, and a brief statement of regret about your departure and your appreciation for the time you spent there.
If your departure is from a bad situation - you may want to replace the regret and appreciation section with a brief statement alluding to the reasons you are leaving, but don’t go through it all point by point - at this stage its “pointless”, unless there are legal reasons for doing so.
What about the relationships you have at the office — how do you leave those?
Personal relationships and friendships carry on. Where you work should have no bearing on your friendship and admiration for others you’ve come to know at work.
When it comes to informing the various people at work, you may want to put people in various categories: superiors, personal friends, direct reports, extended staff. Each one of these categories deserves to be informed in a proper way. But when and how you address your departure will depend on the individual categories.
- Superiors should be the first to know and should be told in person.
- Personal friends will be among the first to know and will be informed either in person and/or electronically and will be sworn to secrecy, depending on when they’ve heard about it.
- Peers will typically be informed after your superior. The timing and means of communication will depend on how closely you worked with them and your relationship with them. Those with whom you worked most closely likely deserve a call from you, while others can be informed via email.
- Direct reports typically deserve to be told in person and quite soon after your boss has been informed. They after all will be the most impacted by your departure and the arrival of a new boss.
- Extended staff deserve to hear about your departure as well. Of course in person would be best, but depending on the numbers we are talking about and their location that may not be possible. Instead they will typically be informed by your direct report who leads them or electronically through an internal memo.
