If you are thinking about quitting your current job for full-time placement, contract work, or temporary work, remember that how you quit a job matters.
It’s not unusual to come to a crossroad at work and decide you need to make a change. There are no stats on how many times people switch jobs in the course of a career. However, in 2008 a survey by the American Bureau of Labor Statistics showed that people born between 1957 and 1964 held an average of 10 jobs between the ages of 18 and 42. Twenty-three percent held 15 jobs or more. Not surprisingly, people switched job more frequently in their late teens and early twenties.
We know there a lot of reasons for leaving a job – better opportunity, better location, money, etc. Sometimes there are personality conflicts or demands that can’t be managed and leave you frustrated. Regardless of the reason for leaving, it’s important for your career to leave on good terms.
There are those who believe quitting is their chance to voice their dissatisfaction, in no uncertain terms. A word of caution from The Bagg Group: with more than 40 years of experience in placing candidates with the top organizations across the GTA, we know the value of a good reference. And you don’t get a good reference when you storm out the door.
Instead, the pay-back for exiting with professionalism is worth keeping your feelings under wrap. You don’t know where the people you work with today will show up tomorrow. A half-hour rant is not going to help your job success in the short or long term. But having former colleagues and bosses who will always take your call can make a difference.
That’s why recruiters at The Bagg Group offer these tips leaving a job on a high note:
- Give at least two weeks notice, or more if possible, especially if it’s going to be difficult to fill your position.
- Make a point of letting your boss know that you’ll do whatever you can to make your departure as easy on others as possible.
- Stay objective about your job when talking to others about why you are leaving. A job that didn’t work for you could work for someone else who has a different interest, goal, or temperament.
- In an exit interview, share the positives about the organization, not just the negatives. Remember, the person you are talking to is staying with the company and will feel defensive if you do nothing but criticize.
- Talk about lessons learned, what worked for you and, if applicable, where you believe there is room for improvement. Managers across the GTA say that when an employee sounds excessively bitter and resentful, they can’t help but wonder if the employee wasn’t the actual problem. On the other hand, they say they have great respect for those who offer professional suggestions for improvements, rather than angrily complain.