Irrespective of what the situation quitting is, leaving or switching a job is a big decision. Employees have built relationships with coworkers and managers, and they have invested a great deal of effort and time. Employee exit and their response to the choice of quitting may cause a great deal of stress.
Despite these frightening ideas, an employee needs to bear in mind that they are probably not the first individual that has left the business, and you will not be the past.
Quitting is a typical part of their corporate world. However, because stopping is ordinary, it is still simple to ruffle some feathers while are writing a resignation letter. Employees do not need to burn some bridges for creating their next career move; therefore, resigning with elegance is vital to maintaining the health of the relationship between employee and employer.
Surprising statistics about the working culture
Each year, more and more employees exit and quit their jobs, and the numbers are seen to be increasing. Gallup, a management consultant company report that 53% of the workers are not at all engaged while at work. These statistics are alarming as an employee exit from an organization can cost the organization and the team as well.
- 43% of studied workers say corporate culture was the principal reason behind their quest for new employment. (Feeds)
- Employees who show low respect for their colleagues are 26% more likely to leave their jobs. (TINYpulse)
- 74% of the recruiters stated offer rejections. (MRI Network)
- 72% of overviewed experts state that having more work benefits would expand their job satisfaction. (Zoro)
- 21% of the companies background checks the applicant before hiring.
- 31% of the employees are rejected in the interviews. (MRI Network)
- 79% of the employees’ state organization culture is a significant factor in their job satisfaction.
Quitting the job ethically
Even in case you’ve got every reason on earth to measure, it may not be the best idea to stop your work straight away. Be sure you’re departing rather soon.
Manage your resignation as soon as you’re sure you would like to stop. It is always sensible not to alienate your company employer. You may never know if you need them for a reference for your new job.
Once you have set-up your mind to quit, here is what you can do;
Step 1: Assess employment arrangement and company policy
It is vital to check on employment arrangements and company policy to ascertain:
- Duration of the notice period required to be served to the company.
- Check the desired communication flow in the company to deliver the resignation letter.
- Is there are any legal and pecuniary consequences that you have to be aware of before quitting
It is going to outline how many weeks of notice you’ve consented to deliver to the company if you have a photocopy of your arrangement.
Furthermore, it can contain other details regarding business property, non-solicitation of workers or clients, along with other exemptions that are important to be aware of when resigning.
Step 2. Address to HR division
When you know the legal details, you ought to go an address your boss or somebody in Human Resources (HR) before conveying your formal letter of resignation.
The discussion should address:
- That you’re leaving
- Why you’re leaving
- How can you help to handover your responsibilities
- Requesting for a reference/experience letter (if suitable)
Step 3. Deliver a formal letter of resignation
Here is the very”official” measure of the way to give up work. When you have spoken with HR or your boss, it is going to be easier to write your resignation letter, since you’ll have consented notice you are committing, precisely what the transition will look like.
The letter ought to be brief and to the stage, and just paragraphs or a few sentences. Either email it or print and hand-deliver it to your supervisor and HR supervisor when you’ve written it.
Step 4. Complete any transition demands
After the notice served, all that remains is to comply with the terms you agreed upon in your conversations and what you have mentioned in your resignation letter.
Compliances of agreed terms will play a vital role and will determine how you will be remembered by the organization for which you have been working.
Things to keep in mind are:
- Depending upon your work, you might be asked to leave immediately, and this measure won’t occur.
- Describe to the members of your staff all the things you do and how you do them.
- Organize your documents and share them with all the groups.
- Return all company property.
- Collect your possessions.
Are there other options to quit the job?
There are plenty of options for the employee to exit and quit the job and but all of those can land any employee in deep trouble. One such option is absconding.
Employee exit without notice is a big problem for many organizations. Absconding can not only be harmful to the organization but also for the employee. Absconding creates a bad reputation for any employee as well for employers also.
Additionally, an employer can seek a legal remedy to terminate and sometimes impose penalties on the absconding employee. An organization may provide a negative reference for the absconding employee. Further, it can hold the reliving letter or unnecessary a delay in the release of the governmental social benefits for employees (such as PF) payout to some extend. Sometimes an organization can put details of the employee in the common blacklisted employees and may post negative ratings and reviews on public rating platforms such as ireer.org. Absconding may create much trouble for the employee to find a new job.
For what reason do businesses need the employees to give at least 14-30 days’ notice? To put it plainly, it encourages them to plan for the leave. They will likely need to employ a substitution employee, just as find a way to proceed with business with as meager disturbance as conceivable after the employee leaves. So, it gives them time to prepare the leave.
All these things mean that absconding should never be an option for any employee. The organization invests a lot in building a productive employee, and it is sensible for an employee to give prior intimation to the HR or the reporting manager and quit the job legally as per company policies. This ensures that the quitting employee can get a decent job after and have a promising future career.