An exiting employee must serve adequate notice period as per the company rules and work out a mutually amicable transition plan.
Spending one’s entire career with a single firm is no longer the norm today as employees are willing to shoulder and explore higher roles, and opportunities outside, if not available within the current company. But many are finding it difficult to take that crucial decision when to quit? Here are a few suggestions from industry experts on practices that a person must strictly adhere to while contemplating a resignation.
Looking for better prospects? Feeling stagnant in your current job? You foresee no growth prospects for yourself in the next few years? What do you do when the above questions trouble you? Utter the infamous, I quit line right? However, it’s not as simple as it sounds. Taking the decision to discontinuous one’s service with the company itself is a daunting task and if taken impulsively, it might just backfire. So under which circumstances should you take this call? Even though there are no clear cut answers to this experts show you the way in order to make the decision making process less daunting!
What are the factors against which an employee makes the decision to quit his / her form? EVP and chief people officer, Symphony Services believes that there are many circumstances that provoke the employee to quit which are: (1) they do not enjoy the technology/domain any more, (2) they perceive the manager as rude or incompetent, (3) they develop a deep sense of stagnation, (4) they feel wronged in terms of their compensation and positioning, (5) they do not get a comfort feeling with the growth of their business / company and (6) the employee senses a deep disconnect / conflict between tier personal values and organization’s.
According to professional leader, Global Hunt, a span of three to five years is considered as a good stint with an organization. And if there is consistency of growth and the employee can foresee more opportunities to explore/ It is not wise to move out. But as soon as the employee feels that he /she has reached stagnancy, the he / she should think about moving out.
But before leaving a firm, experts say that an employee must do a thorough self assessment to gauge whether he/she is capable of shouldering larger responsibilities outside. If one feels that the responsibility that is entrusted is much below one’s competency level, then it is time to move on or seek higher responsibilities within the organization. It’s imperative that the employee must plan for a smooth plan for a smooth transition so that both the old and new organization are unaffected by the change. The transition will be more effective and hassle free when the employee sets expectations of his/her joining date of new organization and works with the existing organization to complete the knowledge transfer…
Regardless of the reason for quitting the exit must be done in a graceful manner, without burning any bridges. Experts say that the decision to quit must be shared with your immediate boss first, preferably through a face to face interaction, even before informing your colleagues. An exiting employee must serve adequate notice period as per the company rules and regulations and work out a mutually amicable transition plan with his/her reporting manager.
It is the responsibility of the reporting manager as well as the exiting employee to make sure that the transition plan is adhered to meticulously in case of any delay or failure in following the plan things will turn out to be more difficult for the successor and also for the organization.
Ending one’s tenure in an endeavor to begin another does not mean that an employee must snap ties with the previous employer forever. Today, maintaining a healthy relationship with the pervious employer is a win-win situation, so the organization is ready to welcome you back incase you decide to change your mind.