Although burning bridges can be tempting, a better approach is to leave goodwill and cheer in your wake.
see the soon-to-be-ex-employee exiting spectacularly, burning every bridge on the way out, or being escorted off the premises so fast that their feet barely touch the ground.
She was fortunate to be working with a supportive mentor, who was keen to help Nugent continue her postdoc through a combination of remote and part-time work and a 180-mile, once-weekly commute. The experience — and others she’s had since then — have emphasized to Nugent the importance and value of being open and transparent with employers throughout job transitions.
“That definitely is a consideration when people are moving [into a] similar role, similar industry, [or] similar sector, and are potentially bringing intellectual property from one organization to another,” Guyatt says.The next step in leaving a job is telling your manager. Although a written resignation letter is standard practice, Maston says it’s important to first meet with your manager or supervisor to tell them the news in person.
Sorting out what to do with his grants, which he had worked hard to gain during his tenure, was the easy part. “For better or for worse, most of them were near the end of their cycle anyway,” Stahl says. Of the remaining ones, Stahl was able to transfer one to a graduate student, who was continuing the research, and the other was shared with his co-investigator.
As your time draws to a close, you might be invited — or requested — to participate in an exit interview. Guyatt says not all employers do exit interviews, but they are more likely to be standard practice at larger organizations that want to better understand why employees leave. “It can be a really important, helpful source of data and insight for an employer, whether it’s public or private or not-for-profit,” she says.
In the case of more serious issues in a workplace, such as bullying or harassment, Guyatt says it is important to raise them before leaving, typically with someone from human resources and preferably someone senior. She advises being factual, not just relying on hearsay, and to consider putting your perspective in writing. “Note if your concerns were raised previously and to whom, and what action was taken,” she says, and, if this is your reason for leaving, tell them that.
Taking time off between jobs is even more important now, when ‘onboarding’ processes for a new position can begin well before you actually start work. “With onboarding happening virtually or digitally, you’re probably already reviewing policies and procedures, signing documents, reading some background — they’re probably going to send you some reading material,” Guyatt says. Taking a short break between jobs is the opportunity to rest and prepare for the new challenge.
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