001 ROCdot recap

5 AM IN BRISBANE

Resignation Notes. ROC dot. 08.11.2018 Starting the conversation earlier – when you start a new career letting the employer know what your goals expectations are “I want your job”, “this is where I want to be in 1-2years”. Look for employers that care about your future. This should alleviate having to ever have the tough conversation because you're not happy because your goals have been set out every step of the way. Ideally, you also have a leader, not a manager. A leader will keep you in an organisation, a manager can be the reason you leave. There’s never only one reason why someone decides to leave an organisation. Combination of reasons why people want to leave – location, money no good, bored of projects, hate my boss – when they realise the grass is greener on the other side gets people. Notice periods. Vary for each organisation – 6 months for military, 13 weeks at some organisations. In some cases, if you have done everything you can do, including a handover, the employee should not be getting bullied into an over strenuous notice period. Resignations, handling them correctly with maturity is an internal/external brand building process. How should you execute your resignation – its often driven by the employee putting it out there “you could probably do a handover in a 1 week” What can you get out of the company – if you really wanted to get out, you would – how much is your mental health worth? Why are people scared of interviewing for new jobs during work hours? Looking for a new job during work hours – it's not the fear of getting fired, it’s the fear of being exiled by the rest of your team. So we make a conscious effort to mitigate that. Flexible working arrangements can help make the job hunt easier. Exit interviews Overall the consensus was – quite productive, I felt heard. Previously made complaints with my manager, but there was nothing done about it – but at the exit interview the consequence of losing someone allowed for change to happen. Was it a productive interview? Or therapy on the way out? Both. As an employer, justification mode switches on. You jump in to make excuses, but it really should be a brutally rude awakening for the reality of what is really going on and what you can change. The ignorant, insecure, and inexperienced leader is one who is unable to comprehend why they have left and rather shun them. You forget why you hired them and see them as the issue rather than looking at your own brand as an organisation and as a leader. You must remember this is not the end of it, you will see these people around. More open to listening if you have respect for the person. What to say in your resignation. Be polite and confident, if your employer begins bullying you upon your exit, remember it's really none of their business where you decide to take your talents next. Sometimes you don’t value someone until they leave. There is a lot to be learned from them, and they also need to be handled with delicacy. Its your brand and people will find out why and how you left. Keep on the right side of resignation, and your brand will stay right. Brisbane is small.