How to Leave a Job on Good Terms

In light of the COVID-19 pandemic, it became common for people from a variety of backgrounds to reconsider how they’re using their time and how they’re going about their careers.

However you refer to the phenomenon whereby millions of people decided it was time for a change, it’s undeniable that the labor market and future of work became hot topics of conversation, from coffee shops to parks all over the US and abroad.

More and more people realized they wanted work aligned with their values, interests, and goals…and they decided to do something about it.

With an increasing number of people leaving their jobs by choice, what does this mean for people leaving and those who stay? And what do these transitions mean for the organizations?

How to Leave a Job Without Burning Bridges

Does it feel like it’s time for you to move on from your current job? Something that could be keeping you in place is the feeling of discomfort when you think about leaving your colleagues.

Numerous coaching clients have shared their concerns about how to leave their current places of employment. “I don’t want to burn bridges,” they frequently say. Or, “I have great colleagues. I don’t want to leave them.” But at the same time, the overall situation isn’t working for them and they want to leave.

They often feel guilt over leaving their job. There can be many reasons. Maybe they are leading major projects or are in a leadership role or provide expertise the organization relies upon. Or maybe they’ve been with the organization for just a short time and are concerned with how leaving will look on their resume.

Sometimes this discomfort causes people to hesitate about saying “yes” to an opportunity they very much want. In many cases, people even hold themselves back from exploring what is possible because they’re concerned about separating themselves from their colleagues or are concerned with how it will look.

Leaving your self-respect and integrity intact can facilitate the separation. Preparing to ensure a graceful exit can help you achieve this.

How will you prepare for your exit or an exit by a colleague?

How Graceful Exits Create Value for Your Organization

Preserving Relationships

Graceful exits are valuable for preserving trust and positive feelings. How so?

When someone plans their exit sufficiently far in advance and leaves their files and projects in good shape, whoever takes over the work is positioned for success. The departing colleague has demonstrated responsibility and thoughtfulness.

When this happens, the members of the organization are likely to appreciate the way in which the colleague left. There may be a party with cake and some kind words for the colleague who is leaving. Maybe even a lovely card with gratitude and well wishes.

Providing Continuity

When work is left in an organized manner, processes are clearly documented, and projects are handed off responsibly, members of an organization have an easier time picking up where the departing colleague left off. This saves time and helps with continuity.

For professionals who care about the organization they’re leaving and want it to thrive, this is an essential step.

Honoring the Culture

It’s important from an organizational effectiveness standpoint to have a consistent baseline of institutional knowledge and history.

An organization’s history is important for its narrative and its culture. Institutional knowledge helps an organization’s members share information like major challenges, victories, and key figures.

Mentoring, training, documentation, and overlap between outgoing and incoming members of your team are all ways to ensure that the organization’s stories and culture do not get lost because one person moves on from their role or the organization.

Questions to Help You Gracefully Exit Your Job

Systems and tools: What systems and tools did you develop/use in your role? Who else knows those systems or who could you teach them to? What do you need to do to ensure that the systems and tools are clearly documented?

Relationships: Who is aware of the relationships you have cultivated across your organization and externally? Of those within your organization/team, who can you increasingly involve in these relationships so that they live on past your involvement?

Timing: How much time do you need (hours, weeks, months) to get things in excellent order? Be realistic. It is commonplace to provide two weeks’ notice, but if you’ve been in a role for many years or are in a leadership role, it’s typical to arrange for a longer transition period out of your role. Even before you provide notice, there are ways you can start organizing and letting go to facilitate the eventual transition.

Creating space: By leaving your role, who are you creating space for so they can expand their skills, responsibilities, and leadership?

Managing expectations: As you prepare to leave, who do you need to be in communication with and collaborate with so that the top priority items get addressed? This can help to minimize a flurry of requests from colleagues during your last couple of days.

Minimizing Disruption When Colleagues Leave Their Jobs

It’s predictable that situations like this will arise:

The co-owner of your company has decided it’s time to improve their work-life harmony and has made the tough decision to leave the company.

Your intern has just told you that she’s going to be studying abroad in [enter the name of the city that makes you jealous] and won’t be returning next semester.

A fellow board member shares that he’s going through some major personal stuff and is looking to wrap up his board service in the very near future.

How can you start preparing today so you’re not caught off guard tomorrow?

• Instead of giving the cold shoulder to the departing colleague — resenting them for not staying long or for leaving in the midst of a big project — how can you focus your energy and time to facilitate a smooth transition?

• How could partnering with the departing individual help you work together effectively to keep projects, tasks, and relationships on track?

• How might input from the outgoing individual be useful? Now that the individual is leaving, there might be a higher level of comfort with candor.

Whether you have two weeks or two months, professionalism, careful planning, and clear communication can support a graceful exit and the related benefits.

Recap

Graceful exits from roles and organizations provide a number of benefits. They help:

• Maintain relationships

• Support continuity

• Honor culture

So, to prepare for the next time you or a colleague gives notice, how can you create the maximum amount of overall value?