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How to leave a business, keeping a state and good mood

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Unlike, for example, Japan, life-long hiring is a curiosity in our latitudes. Sooner or later, the moment comes when it is time to leave the company - even your beloved, and colleagues - even the best in the world, to move on in their development.

How to understand that the time has come to change the location? Leave the office, but keep the relationship? What problems can be encountered and how to solve them, we asked our experts - a career coach and self-realization Anna Melamed and career consultant Sergey Protsenko.

1. Leave until you want to run away

Sometimes we tend to chop the shoulder. But sometimes we go to the other extreme: we carry a suitcase without a handle for long kilometers. Or we ourselves become such a "toxic" suitcase for colleagues. Anna Melamed is convinced: to leave the company on time is a whole art. “No need to write a letter of resignation at the first difficult or conflict situation. Solve problems and agree, the expert notes. “But it’s important to learn how to track whether there is anything else in this work for which you once came here.”

The expert recalls that everyone has their own motives: money, knowledge, career, status or development. “If you understand that nothing else“ warms you ”in this work, you do not need to accumulate such signals,” the expert summarizes. According to Anna, one of the most noticeable internal “beacons” about the need to change something is boredom. “Even if you still seem like a cool professional to those around you, but you are bored - do not ignore your feelings,” the expert says.

Reasons for leaving may be external. For example, the deterioration of working conditions or the situation in the market in which you work, the change of team or leader, and after him the approach to management. “If you understand that you cannot influence or adapt to changing external conditions, start looking at vacancies,” the coach recommends.

Anna Melamed believes that it is better to say goodbye to the company when you feel your strength, you feel confident in yourself, you are aware of your goals, but for some reason you cannot realize all this at this place of work. Do not bring the situation to burnout, loss of value - and the profession, and his own as a specialist.

2. Remove the pink glasses

Sometimes a person’s decision to leave work is dictated by the feeling that they underestimate us. Often it is - changing the company, you can get better conditions and higher salaries.

But there is no guarantee: before changing the employer, it will not hurt to objectively evaluate your background, look at resumes and vacancies with the same data and the level of payment for them, perhaps go to a few interviews. It may turn out that the candidate is really like hot cakes. Or you may have to face the truth and admit: the current employer is overestimating his employee. And think about the time to upgrade your skills.

3. Make a choice - a vow of silence or a card on the table

The period when a person leaves the company often becomes the litmus test of his relationship with the team and the leader. But even if the relationship is excellent - is it worth it to immediately report the decision to quit the current employer? Sergei Protsenko is sure not. “Until you reach at least fundamental agreements with the new employer,” the expert said. In his opinion, having voiced his intention, a person often becomes a “stranger” to a leader and colleagues, even if relations were good up to that point. “But the main risk is that you don’t know when you will find a new job and whether you will find it at all,” notes Sergei.

Does the decision still reveal some advantages about his departure? “Only the opportunity to negotiate a salary increase and improve other important working conditions for you,” the expert believes. But this opportunity does not open to everyone, but only to the most valuable employees, for example, with critical knowledge and experience for the company.

True, the expert notes that silence does not give 100% guarantees to keep your intention secret from others: sometimes a person gives behavior. Whispering on the phone with recruiters or asking for interviews on various pretexts. The employer can find out about your decision with the help of your roommates.

4. Look for the treasure under the house

The best fight is the one that did not take place. Sometimes this rule is also true in search of a new job.

Suppose you are lucky. The company appreciates you and it is not accepted to perceive dismissal as treason. Former colleagues easily go to the light, and no one looks at them with a wolf. The reason for the desire to leave may be the feeling of a “ceiling” when it seems that there is nowhere to grow further. With a good relationship, it makes sense to discuss your prospects with the leader or HR manager. Of course, there are managers who can perceive such ambitions of a subordinate negatively. Then the decision to quit seems justified.

But competent managers appreciate people who are striving for development and understand that it’s better to help a person find new opportunities in a company than to lose it altogether. The main thing is to declare your desire to grow and confirm it with results. Understand what exactly is missing - what if this desire can be realized at the current place of work? For example, to become a mentor for a newcomer, take part in the rotation of employees between departments, enter the team of a cross-functional project, or even apply for relocation to another country if the business is international.

5. Report the news

If you have already received an excellent offer from another company and are determined to leave, sooner or later you will have to tell the head about this. It is important that he learns from you, and not accidentally heard in the dining room. And it’s better not at the last moment - after all, the work without you will need to be rebuilt and find a replacement.

It is important to speak with the leader face-to-face in a relatively calm time when there are no rumors and important meetings. Try to be sincere, explain the reasons for leaving - whether it is a low salary, relocation, family circumstances or a new project that interests you. But to be honest does not mean to be rude and pour out all the insults from the first day of work.

Depending on the personality of the leader, you can find a different reaction: from aggression and even threats to the offer to stay, but with an increase in salary or the opportunity to relax at last in June, and not in November. It is important to foresee several scenarios and your reaction to them.

Often, such conversations are used by employees as a way of manipulating the employer. Is it worth it to do so - a philosophical question. This may work, but rarely benefits in the long run, and certainly does not improve the quality of the relationship.

Then it’s important to share the news with the team as well - it is advisable to do it personally, gathering the team in one place, and prepare in advance for questions about the reasons and the new place of work: most likely, they will be.

6. Give up guilt

Very often in practice, alas, an employee who leaves the company is often considered a fugitive. And often he himself feels guilty before the employer and colleagues. “People feel guilty if they didn’t succeed peacefully leaving the company,” said Anna Melamed. “That is, it is necessary to correctly complete all relations with the company: initially create agreements with the management on the dismissal process, state the reason, transfer cases, preserve the information gained, and thank you for the experience and opportunities.”

According to Anna’s observations, these steps make it possible to summarize qualitatively, complete all processes, and there will be no reason for guilt. At the same time, according to the expert, one should admit: some people are very loyal in nature, and even if all the stages of separation have been passed adequately, they continue to feel responsible for the “abandoned” company.

7. Transfer cases

So that you are not remembered dashing, it is important to transfer to those who remain in the company, things. “First of all, divide your area of ​​responsibility into independent blocks that can be executed in parallel or sequentially,” recommends Sergey Protsenko. For example, for the HR manager, these are such areas as recruiting, adaptation, training, motivation, corporate events, HR management, etc.

Which of your tasks can be conveyed in the form of information? “Gather a library of files and an archive of completed tasks, and send these materials to those who take your affairs,” the expert recommends. “And in personal communication, pass on current tasks and a step-by-step algorithm for performing typical duties.” At the same time, it is important to clarify the status of each task - at what stage of its implementation it is.

8. Stay on.

Sometimes people who were previously responsible employees have been mentally elsewhere in recent days, and they are completing the current work through their sleeves. This is noticed by colleagues. It’s better to get together and finish the job.

Notify clients and external partners with whom you worked that you are leaving the company. Introduce them to a colleague who is replacing you: this will simplify communication in the future, and this will show that you care. Leave that which takes over business, important contacts, inform about the nuances of working with a particular client. You can offer to call in case of questions in the future. Of course, you will have enough of your worries at the new job, but people appreciate such actions and are unlikely to abuse them.

Delete personal information from the computer. If a picturesque mess reigns in your affairs - try to systematize them all the same. In addition, if things are in order, after leaving you will be called to find out what's new, and not to find out where that “very important red folder” is located.

9. Leave the successor

The principle “I will leave - and there is no grass to grow there” does not work in the cramped world of the professional community. This is not the best approach to building an image. If you value an almost former company, it is logical to leave a successor after you leave.

In many organizations, this process is woven into everyday work, there are systems of succession and training of personnel reserve. And if not, then you, for example, of your own free will can transfer knowledge to one of your colleagues or recommend a familiar specialist from another company in your place. Or even from your own: managers may not know your colleagues from other functions as well as you. In this case, pay attention to the authorities and HR managers.

Passing the baton is not an obligation, but a right. But let's not forget that relations with the company do not end with the day of dismissal. In particular, you will still need recommendations for future employers.

By the way, this is also important: ask the leader and colleagues in advance if they can give you recommendations, and thank them if they agree.

10. Do not burn bridges

The world is changing: today, companies and employees are less likely to put an end to relationships, and more often, a comma. Former employees can be hired in the same company more than once.

Whether to accept “returnees,” that is, to give a second chance, this is different for employers. Some are categorically against, others take into account the situation - the value of a specialist and the reason for his departure: if this is not a scandal, but looking for yourself, then why not? And there are employers who completely leave the door open: they promise not to hire anyone in the place of the outgoing employee for a while to give him a chance to return if something goes wrong in the new company.

But the full-time employee is not the only role in which you can return. Former employees become valuable consultants, reliable partners and loyal customers. Some companies create communities for ex-workers - they invite them to “graduate meetings” and share news, or such “ex clubs” are created on the initiative of employees.

11. Protect your borders

Many employers regard dismissal as a betrayal. According to Sergei Protsenko, in 80% of cases. “This is the corporate world:“ who is not with us is against us, ”the expert shares his observations. - Avoiding the role of “extreme” is difficult in principle, since the employer is in a strong position with respect to the employee. The calculation of bonuses, the issuance of the "gray" part of the salary, work book and much more may depend on the mood of the head. " It’s important to place a bet, according to the expert, on diplomacy and the creation of clear agreements for the period of leaving the company.

What to do if the employer, in the person of colleagues and the manager, is trying to “punish” the outgoing employee by finally assigning him maximum responsibility and tasks? Conclude a pact. Speak, and then be sure to write down what you will have time to do before completing work in the company. Insist on realistic volumes of work, promise to correctly transfer cases and fulfill this promise. Follow the company’s public and unwritten rules, do not get involved in other people's conflicts. This will increase your chances of a civilized separation and maintaining your own borders.

12. First light

Often the cause of dismissal is professional burnout. In this case, dismissal will not solve the problem - the person will take it away with him. “Burnout is characterized by bewilderment, devastation, loss of landmarks outside and supports inside,” explains Anna Melamed.

According to expert observations, if such a condition dragged on, a person may not be aware of it himself, but burnout cannot be hidden from others. “At the interview, the applicant in this state will not show his best side, will not be able to formulate his achievements and plans,” says Anna. And he adds: even if you rehearse a speech for an interview, about 70% of the information is read non-verbally. “Such a non-resource state will push away the employer,” the expert is sure. “And if the candidate continues to go for interviews without solving this problem, he will collect a whole collection of failures, and only more deeply fall into a state of burnout and depreciation.”

Coach is convinced that it is first necessary to tackle recovery - physical, social and mental. It is useful to switch to other tasks, relax with the phone turned off, and review your priorities. And look for a new job only in a resource state, when there will be forces to work and a desire to look forward. And perhaps when the problem itself is solved, and the desire to leave the old company disappears.

13. Tame the fear of the unknown

A common feeling when changing jobs is the fear of the unknown and change. Often this is what makes people hold on to bored work for months or even years.

“Let's make it clear: fearing the unknown is absolutely normal, we are all living things, and these are instincts,” Anna Melamed emphasizes.

But how to help yourself cope with these sensations? “First of all, you need to clearly understand what you are changing your work for, that is, what you are striving for,” the coach notes. “Anxiety can be removed by focusing on specifics - if you determine the basic criteria for future work, such as scope, position, motivation, interesting tasks, requirements for the employer.”

In addition, according to the expert, it is important to draw up a job search plan, to analyze whether there are enough qualifications to take the desired position - and if not, to undergo additional training.

14. Request feedback

Leaving the company is the perfect time to better understand how your colleagues perceive you. Since there is already no former stiffness: tomorrow morning you will not meet near the cooler. In the future, employers are likely to collect feedback from executives and colleagues about you. And it’s very useful to know what they will be told, and be prepared for this. Some companies practice the so-called. an exit interview - that is, a conversation with a retiring employee, in which there is a chance to openly talk about the reasons for his departure and what the employer can improve. And not only that - you can request feedback from the head and the HR manager about yourself, about what skills you should work on. Accepting criticism is difficult, but it is necessary for everyone who wants to grow.

15. Break up on a positive note.

If you leave the company, but treat the people you worked with well, you may have a desire to somehow put an end to it. “This moment depends on the corporate culture, on the existing relations and on the person himself,” says Anna Melamed. “Sometimes colleagues themselves arrange farewell parties with surprises and gifts for the outgoing employee, and this is the best mark and farewell note.” But if you want to thank colleagues and leaders, according to Anna, it is quite possible to make such a farewell gesture yourself.

A letter of thanks with a letter, a post on social networks, a chamber party, commemorative gifts, general photos - you can choose any way to say goodbye beautifully, which you like. Summarize. Поделитесь воспоминаниями о том, что хорошего сделали друг для друга. Если вы расстаетесь в непростых отношениях — что ж, любой опыт имеет ценность. А если в отличных, и вам жаль уходить — не грустите, что это прошло. Улыбнитесь, потому что это было.

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