7 Intelligent Steps Towards Gracefully Quitting Your Job

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For every story about a successful transition from one job to another or a business opportunity, there is another story about a stressful job transition. Contrary to popular belief, quitting your job is not as easy as the movies make it look. It can be terrifying, exhilarating, uncertain or all of these at the same time. Sometimes it is the product of days, months and years of agonizing over whether the decision to quit is the right decision. For other people, it can be the product of a whim, a gut feeling that the grass is greener on the other side. There is no right or wrong way to arrive at that decision but there are intelligent steps you can take as you work towards your transition. The key thing is, that once you make up your mind to leave the job, have the courage to follow through with your decision.

Find your “why” before you leave

Difficult bosses have been known to be among the leading reason as to why people quit their jobs. While it is true that there are bosses that are impossible to work with, there is another side of the coin. Some employees place unreasonable expectations on their bosses making the work environment stressful. Before you leave your current position, you need to ask yourself the hard questions:

  • Why do you want to leave your job?
  • Are your reasons detached from any pending emotional matters that you have not dealt with?
  • If there are steps you could take towards improving your experience at your current position, would you take them and evaluate the outcome before making your decision?

Draft a transition plan

I have met candidates with noticeable gaps in their CV’s which is often as a result of leaving a job without having a proper transition plan in place. A typical transition plan answers the following questions:

  • Are there any pending projects/ tasks you need to complete before your final day at your job?
  • When will each of these projects or tasks be handed over to your successor?
  • What are opportunities are you eyeing after you leave?
  • Do you have a proper plan with clear objectives and set timelines to help you pursue other opportunities?
  • Do you have a financial plan in place to cater for your pursuit of other opportunities?

You may not be able to cover all the bases but you can anticipate as much as you can and plan ahead. If you have a mentor, let him or her help you with this process.

pexels-photo-796602Give notice to your employer

If you have a contract with your employer, go through it and find out if you are supposed to give a certain amount of notice before you quit your job. In some organizations, failure to serve sufficient notice can have a direct impact on your terminal benefits. It is important to serve notice as it allows your employer to have sufficient time to find a replacement. If there are specific skills you acquired through experience, the notice period allows you to transfer those skills to your successor.

Hand in your resignation letter

Forget about those cheesy videos of employees who made emotional videos and sent them to their bosses as a resignation letter. They only work if you are out to become an internet celebrity after you quit job. Your resignation letter should be a precisely drafted legal document that informs your employer that you will no longer be offering your services to the organization after a certain date. You do not have to delve into the details as to why you quit your job. Keep it short, polite and formal. Outline any transition plan you are willing to make and implement. Express your gratitude to your boss for the opportunity.

Schedule a meeting with your boss about your exit

This may be the most difficult part of exiting from your current position but it is necessary. Have a short meeting with your boss and inform him/her that you will no longer be working for the organization. Future employers may seek a recommendation from your former boss so it is important to leave in good terms.

Handle pending administrative matters

If your organization has a well-established HR department, you may be required to attend an exit interview. Attend the interview and keep your criticism concise and constructive. Fill in the paperwork that you may be required to fill in to cater for things such as your retirement benefits and your health insurance. Clear with all the departments you need to clear with. Let your colleagues, particularly your successor, know that you are leaving. You may not have a good experience at the organization but that does not mean you cannot positively influence those who still work for the organization. Share the lessons you have learned from your job with your colleagues.

pexels-photo-704767Forge ahead!

The only way to move forward is to step forward. Once you have left your job, embrace what’s ahead of you. It will be terrifying at times. It will be heartbreaking and exciting at other times. It may not work out after the first, second and third attempts. However, it pans out, embrace it, learn from it and go for it. There is no loss in trying and failing but failure to try due to fear of loss is the biggest loss.

Good luck with your exit!

Do you mind taking a short survey about your previous exit from your job? It would mean so much to us. Click the link below and answer the questions.

Survey on Leaving Your Job

If you are on verge of changing careers, do check out our website, Crystal Recruitment a leading recruitment agency in Kenya for opportunities that we have and apply today!

Top five questions you should stop asking candidates during interviews

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An interview is, in simple terms, a question and answer session between the employer and the candidate who is a potential employee. As an employer, an interview is an opportunity to determine whether a candidate’s qualifications are a good fit for the organization. An interview enables you to sift through the fine list and get the finest candidate for the position you are seeking to fill. Candidates, on the other hand, spend hours preparing for the interview and work even harder to deal with the anxiety that comes with being interviewed.

With today’s cut-throat competition for talent among employers, it is only natural that an employer would go out of their way to prod the candidates and find the best. However, this enthusiasm can easily be tainted by biases which come to the fore in the form of questions posed to the candidates. As a best practice, it is advisable to avoid posing the following questions to candidates:

“Where are you from?” Or “You have a strange accent. Where are you from?”

This may seem like an innocent question but it is laden with hidden meanings. This question boils down to a candidate’s ethnicity or first language. It can mask underlying biases towards candidates on the basis of their ethnicity. Unless the candidate’s ethnicity has a direct impact on the candidate’s ability to perform the job, it is advisable to steer clear of a candidate’s ethnicity during an interview. Instead of asking a candidate why he or she has a strange accent, you can pose the following questions:

  • This job requires you to speak ______ fluently. What languages are you fluent in?
  • This position requires you to represent the organization in forums with audiences drawn from different ethnicities. Are you good at handling such audiences?

We have always had a man/ woman for this role. Can you handle the challenges that come with this position?

images (6)Men and women possess different abilities which enrich the workplace in unique ways. For decades, ill-informed notions about what a woman can do have been used to lock out women seeking certain opportunities. The effect of this discriminatory practice has resulted in huge gaps between the number of women and the number of men in certain fields. Fortunately, most organizations are beginning to recognize the critical role played by women in the workplace and are taking active steps to close the gaps. Your organization will benefit immensely from providing both men and women with equal opportunities. Do not lock out women on account of their gender. Open the field for them and level the playing field for them.

“Are you married?” Or “Do you have young children?”

As the workplace is changing, young people find themselves committing to their careers in favour of starting a family early. Unlike in the past, marriage is delayed as one pursues higher education, career opportunities or business opportunities. A good employer recognizes that a candidate’s marital status is an important part of his or her life but does not use this against the candidate. Some jobs may require a candidate to work overtime or work long hours but this should not be a reason to lock our candidates who have families. An employer’s working hours or policies should support work-life balance because studies have increasingly shown that employees who have a balance in their lives perform better. Instead of asking about a candidate’s marital status, the interviewer can pose the following questions:

  • This job may require you to work overtime hours. What days/hours are you available for work?
  • Are you available for work-related travel occasionally?
  • This job may require you to relocate to another city or country. Would you open to this?

“Which religion do you practice?” Or “Who is your religious leader?”

pexels-photo-1407278.jpegReligion is increasingly becoming a dicey topic. While we cannot ignore the role of religion in one’s life, it can be a hot button topic in the workplace. Asking about a candidate’s religion can open the door for discrimination on account of one’s religion or lack of religious affiliation. Organizations that are religiously affiliated may find this question necessary when determining a candidate’s alignment to the organizational values. However, given that religion is deeply personal and private, it may be hard to determine if a candidate’s convictions are actually as stated. To avoid this, it would be better to determine if a candidate’s religious affiliation has a direct bearing on the position. If not, it is better to steer clear of this question.

“What is your greatest weakness?”

As an employer, you know that candidates invest a considerable amount of time in preparing for interviews. Asking a candidate to tell you about their weakness may not be useful considering the candidate has already rehearsed an appropriate answer that gives the best impression. If you are keen on finding out about a candidate’s weakness, talk to their referees. No one can openly admit to being addicted to social media or online gambling during an interview. Alternatively, ask the below questions;

  • When was the last time your Supervisor/Manager gave you constructive criticism with regards to your job? Tell us more.
  • What areas are you working on for Personal Development?

Do you need help with recruiting top talent for your organization? Crystal Recruitment is a Leading Recruitment Firm that specializes in targeting the right people for open vacancies. Check out our website today and get in touch with us.