Is Two Weeks Notice Enough?
Elaine Varelas offers advice on how much notice you need to give when leaving a company.
Q: I am planning to submit my two-weeks notice next week under mildly strained circumstances at work. However, I want to maintain amicable relationships for networking and reference purposes. What are some dos and don’ts for unexpectedly quitting a job?
A: Two weeks is not a long notice. Did you choose that, or was it a suggestion? Depending on your level within the organization and how vital your position is, you could already be jeopardizing a positive relationship if you know that two weeks is not enough time for the company to find a temporary solution to your vacancy, or a replacement. Of course, you may not want to provide a longer notice, but if you want to maintain the relationship, consider giving a longer notice—even more so the more senior you are. Offer a longer time period, within reason, and try to be flexible. Most organizations will appreciate the offer even if they decline. Consider this the first “do” of leaving any job.
Make sure you prepare for your departure and document the status of your work, your projects, and the stage they are at. What still needs to be done? Who are the necessary contacts? Are there resources that need to be introduced to others? Distribute this information to your manager and to anyone else you work with who needs information from you to do their job. Volunteer to help your colleagues—recognize that your leaving might have a negative impact on them. Work things out with your team ahead of time, like making sure the computer files you leave behind are accessible and organized—make it easy for someone to step into your role without causing unnecessary lag time for them. You could even offer to rewrite your job description so that it more accurately captures the work that you actually do or help train your replacement, if feasible.
Do not “check out” or start bolting out the door at five o’clock because you know you’re leaving. Continue to go above and beyond and support the colleagues who will be affected by your leaving. Their comments will impact the long-term picture people have about you after your departure.
You mention that the circumstances of your departure are somewhat strained. If you have apologies to make, do it now. Or, if anyone has been particularly helpful to you during your time there, a small gift or thank you note is very much welcome. Ask for references or LinkedIn recommendations and extend your help to colleagues even after you’ve left, whether it is in relation to the job or in any other way. Repair your relationships and offer to keep them open and positive in the future.
Companies often hold exit interviews with departing employees, and many people are tempted to use them as an opportunity to vent about the company and point out all the flaws in leadership, and in general, everything. Don’t. If you can offer constructive, developmental feedback and structure it positively, that’s fine—do not just rattle off your own pet peeves. Now is not the time to disparage colleagues or leadership, especially if your goal is to maintain a positive relationship in the future.
Stay positive, show your best face, and, no matter the circumstances, avoid the “I’m so happy to be getting out of here” fist pump. Be gracious for your time there and nurture the relationships that could be mutually beneficial in the future.
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