Professional Resignation Tips

If you're about to quit your job for another, wait. Don’t just leave. Don’t hand in your notice like it’s a formality. And don’t be a sucker. If your job is changing—if they’re reorganizing or slowly pushing you out—you might be able to get severance, even if you’re the one initiating the exit and already have a new role lined up. Severance isn’t a reward for loyalty. It’s risk management. Companies pay people to leave all the time. No lawsuit. No gossip. Just a signature and a check. You don’t have to be laid off to negotiate. You just have to ask. Start with the handbook. Look for language around restructuring or role elimination. Pay attention to precedent. If they didn’t replace the last person who left and just folded their duties into someone else’s job, that’s your angle. Then, before you resign, have a conversation with your boss. Not HR. Keep it simple: • “I’ve appreciated this role, but it feels like the company—and my work within it—is shifting. Does it feel that way to you?” (Pause.) • “Do you have a sense of where my role is headed over the next few months?” (Pause.) • "If I were to leave hypothetically, can we talk about a transition plan that works for everyone?” If your boss hesitates, say, “Given how the team is changing, if I leave, you might not need to fill this position. What if I made it easy? Would it make sense to handle this as a reduction in force?” Then stop talking. Let them fill the silence. Let them go to HR. Best case, you open the door to severance—an honest conversation about policy, precedent, and what you might qualify for if your role is technically eliminated. Worst case, you walk away having asked. And if they fire you on the spot? You've got a job waiting for you. Most people never ask, which is such a miss. They give two weeks’ notice and a goodbye card. Meanwhile, your VP walked out with a year's salary, full vesting, and a consulting gig. Don’t just quit. Plan your exit like a CMO with a boat payment and a second home. Be steady. Be clear. Don’t leave money behind just because no one told you it was on the table. After all, you’re not just an employee. You’re the CEO of your life and your own HR. And I think you deserve severance, even if your ducks are in a row and you're moving on to a new role. Get 'em, sharks.

The best career advice I give? Don't resign. Wait to be made redundant. Two years ago, I got my redundancy package. It bought me the runway to figure out what came next. I've coached people who resigned the week before restructures were announced. Same exit. No payout. No runway. That's the difference between an emotional decision and a strategic one. The emotional trap is this: Resigning when you're angry, frustrated, or burnt out feels powerful in the moment. It's really not. It's reactive. The decision that feels right for present-you might devastate future-you. Talk to people who will put a mirror to your face — not family or best friends who'll tell you what you want to hear. Sleep on it. For many nights. If you still want to leave after that? Then it's a decision, not a reaction. The financial reality: Unless you're in a toxic environment destroying your wellbeing, wait for the redundancy or restructure. Most companies offer a payout. Walking away voluntarily means walking away from money that could've bought you runway. Not everyone gets a package. I know how privileged I was. But if you can wait, wait. The checklist: ✅ Get receipts while you still have a paycheck Every customer win, every partner compliment — ask them to write a LinkedIn recommendation NOW. It's public. You never need permission to use it later. ✅ Save your proof (non-confidential) Performance reviews. Emails praising your work. Project metrics. The receipts that prove your value. ✅ Write an SOP for your role Give it to your manager. Leave your position better than you found it. Your reputation follows you. ✅ Submit all outstanding claims Medical. Expenses. Everything. Don't leave money in dispute. ✅ Document what's owed Salary. Commissions. Bonuses. Know your numbers before you sign anything. ✅ Check your insurance Especially if you have family. Know exactly when coverage ends. ✅ Have your own laptop ready Some companies walk you out same day. Your work laptop goes with security. Make sure you're not stranded. The real advice: Prepare for the worst. Some people get gardening leave. Some get a proper handover period. Some get escorted out within the hour. You won't know which one you'll be until you press the button. So before you do, make sure you've already taken everything you need. I got runway because I waited. Others didn't because they couldn't. If you have the choice, choose strategically. What would you add to this checklist? #careerquake

Getting fired…after you quit?…🤔 It’s a scenario many don’t anticipate: you submit your two weeks’ notice, expecting a professional transition, but instead, you’re shown the door immediately. Here’s why this happens—and how to handle it: 1. Why Companies Do This: • They may see your departure as a security risk. Will you take sensitive info to your next job? • Morale concerns: They worry you might disengage or influence your colleagues. • Budget cuts: Sometimes they see an opportunity to save two weeks of salary. 2. What to Expect: • Final Paycheck: Depending on your local laws, you may still be owed the notice period or unused vacation pay. Know your rights. • Health Benefits: If you’re in the U.S., find out when your insurance coverage ends—often it’s immediately. COBRA or a new employer plan can help bridge the gap. • References: Even if this feels personal, keep your exit professional. Burning bridges won’t serve you long-term. 3. Protect Yourself Beforehand: • Don’t Blindside Your Employer: Avoid catching them off guard; a carefully crafted resignation letter helps. • Secure Key Documents: Before resigning, ensure you have any personal files or non-confidential information you might need. • Have an Emergency Fund: A buffer can turn a sudden firing into a minor inconvenience instead of a financial crisis. 4. Lessons to Take Away: • Companies look out for their interests; you should do the same. • Two weeks’ notice is a courtesy, not a guarantee. If your gut says they might let you go on the spot, prepare accordingly. Remember: an unplanned exit is just a detour, not a dead end. Stay resilient and use it as fuel for your next opportunity. Have you ever experienced this? What did you learn from it? #CareerGrowth #JobTips #Resignation

‎Maria is now jobless. ‎ ‎Not because she lacked skill, but because she resigned before anything was signed. ‎ ‎After four promising interview rounds, the hiring manager called and said, "We're excited to have you on board. HR will send the paperwork soon." ‎ ‎Out of excitement and trust, Maria handed in her resignation the next morning. ‎ ‎Two weeks later, the company froze hiring. ‎ ‎The paperwork never came. ‎ ‎That's how quickly a verbal promise can vanish. ‎ ‎A verbal offer is interest, not commitment. Until it's on paper, it's just talk. ‎ ‎Do this instead: ‎✅ After every interview, follow up by email to confirm next steps. ‎✅ Ask for details in writing — title, salary, start date, reporting line. ‎✅ Stay engaged at your current job until the formal offer arrives. ‎✅ Resign only after signing and returning your offer letter. ‎✅ Keep your options open; a verbal "yes" isn’t security. ‎ ‎A company's situation can change overnight. Budgets shift. Priorities move. ‎ ‎Protect yourself. ‎Trust the process, not the promise. ‎ ‎Because in your career, certainty lives on paper. ‎

Resigning with class and professionalism. I met with a senior funds management executive this week whose approach genuinely stood out. They were performing strongly in their role but recognised that, over time, the position had drifted away from their core interests and passions. Rather than quietly testing the market or exploring opportunities behind the scenes, they chose a different path. They resigned and provided six months’ notice. Not only that, they are leading the process to hire their successor and ensuring a thorough handover, leaving the business in the strongest possible position. It’s a level of professionalism and respect you don’t often see. Importantly, this approach has enabled them to engage with the market in a completely transparent way, having open, honest conversations with both their current employer and potential future ones. In my experience, how you leave a role says as much about you as how you perform in it. Too often, resignations are handled in ways that create uncertainty or tension. Done properly, with transparency, support and intent, they can be a genuinely positive experience for both the individual and the business.

Don't burn bridges. Proverb: Do not act in a manner that causes irreparable harm to your past relationships or connections, as you may need them later in life. It may seem obvious, but how you leave an organisation can say everything about your likely success in your next venture. Last week, a close friend shared their experience of their COO's recent departure. On their way out, “Scott” threw grenades in every direction. Departing from the agreed-upon company communication strategy, he broke management protocol on confidentiality by sharing sensitive information with his staff at his farewell party—all this was from a former senior leader, feted as a star performer a few months earlier. In a recent survey, one out of four respondents stated that they left their current role due to a "toxic" breakdown in their relationship. While some circumstances may cause us to leave our jobs on a sour note, it is always a good idea to exit gracefully and keep things professional. Being disrespectful towards your ex-manager or colleagues may not seem much initially because you're leaving the organisation. But this can significantly affect your future career prospects. And trust me when I say that it does. When you decide to make a move. Don’t: 1. Talk poorly of your manager or your team 2. Make a halfhearted effort during your notice period 3. Boast about your new job to others while working out your notice 4. Bring up old issues to justify your exit 5. Poach a colleague or a client during your notice period 6. Engage in unethical activities 7. Misbehaving during your exit party Instead, be gracious and kind, even if you've not had a great experience, which will only make you look better. Remember people are monitoring how an employee leaves. How you leave indicates how you may behave once you come aboard. You will save yourself future regret and stress if you leave on good terms. And you never know; your old boss might open doors of opportunity and give you a good reference long into your future. It is your brand and career, but be careful not to act in a manner that will irreparably harm your future. It is better to close the door gently than slam it in everyone's faces on your way out. Don't burn bridges.

💼 Workplace discrimination is something I deal with far more often than people realise I work with many migrants in Australia who didn’t leave a job because they wanted a new challenge. They left because the workplace had become harmful to their mental health. ❗ In the past year alone, I can think of at least three clients who experienced workplace discrimination. It wasn’t always obvious or extreme. It was often subtle and repeated. ❌ Comments about their accent ❌ Being spoken over or dismissed ❌ Different rules applied to them ❌ “Jokes” framed as culture or humour ❌ Concerns raised with managers or HR that were minimised or ignored They tried to handle it professionally. As I always tell clients, they documented what they could and asked for support. Eventually, they reached a point where staying was no longer emotionally safe. So they resigned. When someone comes to me in that situation, my role is not to tell them to “be positive” or to “leave well” without context. My role is to help them leave in a way that protects their health, their reputation, and their future work options. If you are a migrant in Australia and thinking about leaving a job because of harassment or discrimination, here are a few practical things to know 👇🏼 1️⃣ You do have workplace rights in Australia, even on a temporary visa. Discrimination and harassment are not acceptable. Being new to the country does not remove your rights. 📞 You can call Fair Work and ask for advice. 2️⃣ If you feel able to, keep basic records. Dates, what was said or done, who was present, and how it affected your work. This is not about building a case straight away. It is about clarity and self-protection. 3️⃣ Be thoughtful about how and when you raise concerns. Some people speak to their manager or HR. Some don’t, especially if previous attempts went nowhere. There is no single right approach. The safest option for you matters most. 4️⃣ If you resign, remember it is still a formal process in Australia. Exit interviews are usually run by HR and are often documented. You do not have to share every detail. Calm, neutral language that focuses on support and wellbeing is often safer than naming individuals or reliving every incident. 🛡️ This is not to protect others. It is to protect you. 5️⃣ Plan your exit. Think about your notice period, handover, references, and what you will say consistently if asked why you are leaving. And if you can, get advice before you act. That might be from a career professional, a union, a community legal centre, or Fair Work. If you're navigating this now and need some advice or support, you can send me a DM and I can give you advice or we can arrange a counselling and strategy session if it's needed 💛 You do not have to navigate this alone. #linkedinnewsaustralia #workplacediscrimination #migrantxareers #careercounsellor #workinaustralia

The Resignation Notes I Actually Send (After Some DMs Asking) Got quite a few DMs after last week's post asking for the actual resignation notes I give candidates. Here they are. Your Opening "I wanted to let you know I've accepted another opportunity and I'm resigning." Pause. Then: "I've appreciated working with you and the team. This was a difficult decision." Don't apologize. Don't over-explain. State the decision, stop talking.   Make It Official Immediately Right after the meeting, send your formal resignation email to your boss and HR. Key elements to include: Clear statement that you're resigning Your last day of service (based on notice period) Brief thank you   This prevents your boss from thinking they have time to change your mind before informing HR. You don't want to explain to your new company two weeks later why your start date needs to be delayed.   When They Ask Where You're Going "The new company has asked me to keep that confidential for now." If they push: "I've committed to not sharing that information." Most managers back off. If they don't? That tells you everything.   The Counter-Offer Response They will make you an offer. Promotion, pay rise, different role. Your line: "I'm grateful you value my work, but I've made my decision and I'm committed to it." If they keep pushing: "My decision is final. Let's focus on making this transition smooth." Then stop. Don't debate.   The Guilt Trip Deflection "You're leaving us in a difficult position." "After everything we've invested in you." Your response: "I understand this creates challenges. I'm happy to make the transition smooth." Acknowledge. Don't absorb.   The Two-Week Delay Tactic "Give us two weeks to put together a proper counter-offer." Your line: "I appreciate that, but my decision is final." If you agree to wait, you've told them you're negotiable.   The Transition Offer "I can document my current projects, create handover notes, and help train my replacement if helpful." This shifts the conversation from keeping you to managing your exit.   What Actually Happens Most candidates walk in thinking they know what they'll say. Then their manager takes control. I've had candidates call me two hours later, confused. "I don't even know if I resigned," one told me. Another accepted a counter-offer on the spot. Back on the market four months later. That's why you need these talking points written down. Your manager will steer the conversation. These notes keep you anchored.   Why This Works Your boss isn't a bad person. They're doing their job. And their job, the moment you resign, is to keep you. These talking points protect a decision you made for good reasons. Reasons that don't change because your manager suddenly promises everything you've been asking for.   Before You Walk In □ Read through these once □ Remember: you've already decided □ Their reaction doesn't change your reasons These notes help you do it professionally and kindly. #Recruitment #CareerAdvice #JobSearch

I’ve seen this happen too closely…. Someone resigns, and the first thing people say is: “We need to hire someone else. ASAP.” No one asks: ?? Why did they leave in the first place? ?? What pushed them to type that mail? ?? To give up on that role they once celebrated? It’s wild how companies will spend hours crafting a JD, but won’t spend even 10 minutes checking in on the team’s mental health🤯 The overwork. The public shaming. The manager who always talks numbers, never emotions. You lost a person, not a position. Here are some reasons how HR should have treated such situations: • ask them how they’ve been feeling at work way before they resign • make their exit interview less about forms more about their honest truth • don’t defend the company during that conversation just listen • don’t say “Everyone goes through this” it invalidates their experience • check if they had a safe space to speak up when they were struggling • go back to the last 3 months and read the tone of their emails and slack messages • if their performance dropped ask yourself why not just note it as a weakness • schedule a team check-in immediately not a hiring call • if one person leaves because of burnout others are probably close to it too • anonymously ask the team what could have been better for that person • take accountability for the emotional damage done • don’t just announce their exit with a goodbye post without context internally • stop calling someone “Not a good fit” just because they didn’t match your chaos • measure how many hours they actually worked each day and if it was fair • see if their achievements were celebrated or just taken for granted • identify whether their manager took 1:1s seriously or just skipped them • review workload distribution if they handled 3 roles in 1 • revisit the way conflicts are addressed is it open or hierarchical • offer therapy reimbursements or mental health days not just pizza parties • study how often people take leaves without guilt • if a top performer leaves don’t call them dramatic check what pushed them • remember some resignations come after months of internal battles • don’t make their final day about sending laptops return make it warm • check if your incentives only reward hustling and glorify burnout • see if people can disagree freely or stay silent to survive • if this is the second or third exit from the same team look deeper • remove managers who don’t care even if they deliver numbers • promote those who uplift not just those who dominate • normalize saying I’m not okay at work • don’t turn every resignation into gossip that destroys trust • make sure no one feels punished for resigning early • pay their dues fast don’t delay the FNF to punish them P.S.: Hiring a replacement is easy. Fixing the reason they left takes guts.💕 But if you don’t? You’ll keep hiring. And they’ll keep quitting #WorkCultureMatters #CorporateTruths #ThisHitHard #RealTalk #HRStruggles #CorporateGyaan

Here's a dirty little secret: They won’t fire you for speaking up. They'll just punish you until you leave. Here's what your employer won't tell you about forced resignations: When an employer pressures you to resign, they're not doing you a favor. They're protecting themselves. 🚨 The forced resignation playbook: • Create urgency ("decide now") • Present false choices ("Quit, or we’ll fight your unemployment claim.") • Emphasize shame ("leave with dignity") • Minimize documentation ("no need to put this in writing") What employers don't want you to know: 1. Forced resignations can be illegal "constructive dismissal" 2. You may still qualify for unemployment benefits 3. You have the right to review any document before signing 4. You can (and should) request time to consult an attorney And after the conversation, always follow up with an email. Summarize what was said. Confirm you haven’t agreed to anything. That email could become Exhibit A if things escalate. My client thought she had no choice but to resign.  She signed away her rights in those 30 minutes. When we challenged it later, we discovered: • Her manager had already posted her job internally • HR had drafted termination paperwork weeks earlier • The "performance issues" were created after she requested FMLA leave In the end, the company didn’t get the last laugh...my client did. Remember: When they say "resign or be fired," what they're really saying is: "Please help us avoid legal liability and save money on unemployment." Your response should be: "I need time to review this with my attorney." Don’t panic, don’t sign, document everything, and follow up in writing. Your career and financial security depend on it. Follow for more insights on protecting your workplace rights. Disclaimer: This information is for educational purposes only and does not replace professional legal advice. It does not establish an attorney-client relationship. #employmentlaw #californialaw #newyorklaw #humanresources