Jason Monastra

My life and thoughts out on the web

For the most part I am normally not impressed with the thoroughness of most “checklists”, however was doing some due diligence and looking around for a comprehensive look at the resignation process, and more importantly major aspects to remember.  I stumbled upon this checklist and really found it to be thorough.

Now each position will have specific differences, as well as depending on the level of role you are working will dictate how certain aspects of this list will manifest themselves.  But for the most part, this offers a solid foundation in which to begin.  Look at the full blog post here.

  
• Give the correct notice period. Follow your contractual obligations with regard to notice period. Two weeks notice is the standard notice period however you must abide by the notice period stated in your employment contract or any union agreement that you fall under. If your employer asks that you stay longer than the required notice period you are under no obligation to so so. Your employer must accept your resignation as long as you have given it in accordance with the terms of your employment contract.  
• Write a formal letter of resignation. How to resign properly includes a written letter of resignation even if you have resigned verbally. Prepare a letter of resignation that, at the minimum, includes the following details: the date your resignation is effective, the position from which you are resigning, and the date of your last working day at the company. Make sure you know who your resignation letter should be addressed to and who else in the company must receive copies (usually Human Resources and Payroll). Always keep a copy for yourself.
• Hand the letter personally to the relevant staff member on the day you write the letter. It can be left unopened in the in-tray or on a desk if not handed directly to an individual. This can lead to problems about when you actually resigned and whether you have given the required notice.
• The announcement to other staff regarding your departure should be agreed with your employer.
• Organize a handover period if necessary. Try to complete assignments and tasks before you go and leave easily accessible information for your replacement.
• Confirm the payment of any outstanding monies for unused vacation time that you have accrued. Confirm any outstanding payments for overtime, bonuses, expenses.
• Find out the company policy on unused accrued sick leave. Generally this is not paid out but ask Human Resources what the organization does regarding this benefit.
• Schedule a consultation with Human Resources or the relevant individual to discuss your insurance benefits including medical and dental, life insurance. Find out about converting or continuing your life and health insurance benefits. If necessary check with your Sate Department for Labor for clarification. Make any outstanding benefits claims. Find out what happens to your pension plan. Some plans provide for a lump sum distribution when you leave the company.
• Find out about your eligibility for unemployment insurance if you are not going to another position. The sooner you file for unemployment benefits, the sooner you will start receiving the money. Eligibility requirements for collecting unemployment benefits vary from state to state. You can check your eligibility and get details on how to file from your State Unemployment Office.
• Complete your exit interview. The purpose of an exit interview is to address any questions, comments and concerns regarding your period of employment at the company. Use it as an opportunity to give positive feedback where relevant and provide constructive comment on areas for improvement.
• Organize a written reference from the company to keep in your portfolio. Don’t wait to ask for a reference when you next need one, get the reference while your employer still clearly remembers you!
• Inform Human Resources of the correct address where any relevant documents or mail can be forwarded to you when you have left the company.
• Make sure your company computer files and email accounts are appropriately closed before you leave.
• Hand back security and parking passes and any other company property such as uniforms, computers, phones etc.
• Remove all personal items and personal files from your work space.

I was reading through my daily blogs today and got hit with the question amongst a short article discussing interview questions.  It was brief, but got me thinking.  What sorts of questions are the best to ask?  We talk often about what not to say, but what questions are appropriate allowing for the most impact in the shortest amount of time?  I think for the most part they are specific open ended questions that allow the manager to open up, discuss obstacles, and give the candidate information to best position him or herself to solve those issues through the answering.

So what does this mean…..well hear are a few I would suggest employing.

“I have had the opportunity to research the company, better understanding the business.  However, can you tell me where the business is facing obstacles and where this position fits into solving them?”

“It appears that this position will be cross functional supporting various aspects of the business.  How would you, if in the role, prioritize the responsibilities?”

“How do you feel that this position impacts the success or failure of the group?”

These are not the end all be all of questions but hopefully you get the idea.  There are basic questions that people ask at the end of the interview, and then there are questions people ask during the interview that make them successful in the process.  Managers want to be engaged and have a conversation, best utilizing their time with people that care about the position in which they are interviewing.  Nothing shows this more than questions that stir real conversation, and best of all - the questions are not written down and do not appear rehearsed. 

We will discuss timing in a future post.  That is the art of when to say these to ensure maximum impact.  But master the questioning process first and you will see a huge jump in the success of your interviews.

Now I am sure that some will say i am beating down the door of personal email addresses again.  As I have discussed this before, however it took a personal meaning this past week as I was looking for an assistant to hire internally.  There was a level of surprise to some of the applications with their email address, with some even getting marked as SPAM due to their poorly chosen email names.  I found myself even at times smirking, wanting to call and let people know the personal damage that their email ID has done to them in the mist of a competitive market.  I refrained.

If nothing else, the fear of being caught in a SPAM filter for a prospective employer should be all the motivation needed to bring about change.  But I have learned, some will never hear the voice of the river running by them.  They simply will not change.  Names like Cheetah were attached to high profile resumes for executive assistants with 10 yrs experience.  One of the prime responsibilities I am looking for in someone is the ability to communicate at the highest levels with my firms client base.  With that comes a good amount of email correspondence.  How does one think that ID makes them appear from a email communications perspective?

One thing I have never looked to do is change someone, but better to guide them so they can be successful.  That does not have to include the loss of ones individual persona for the sake of landing employment.  However with the advent of free email and a host of options, one should show prudence and have a personal, as well as a business email address.  Business email for simply the job process.  It does not need to describe in anyway that you are a job seeker, but should not indicate any personal agenda.  Something like geraldc@yahoo.com or cgerald@yahoo.comis completely appropriate.  Keep from personal interests like soccergerald or bakingdad, as those show a level of casualness not appropriate for the job search.

Remember, this is a simple step that can keep you from causing job search suicide.  Most people do not take the time, nor the effort to understand the impact of their appearance on others.  With a digital world, that appearance is everywhere and manifests itself through everything.  Not just in person meetings.  From email, to phone etiquette, etc. - all showing representing you before you even meet someone.  This is commonly referred to as personal branding, but for the sake of this post we are only discussing the email ID side of things.  Place yourself in the shoes of the employer - what would you think?  I find that most people preach the liberal perspective saying such things would not effect them, however when placed in a position of authority, they become as shrewd as the 30 yr veteran.

Summary - be professional.  If you do not know how, find someone that does.  If you do not know someone, you have internet since you are reading this…look online for tips.  Simple things have great impact.  The slightest difference will be the cavern that keeps you from getting the job, or landing something you never thought you could have.

I have the opportunity in my role to listen to a laundry list of reasons from employed professionals on their reasons for leaving their current employer.  Unfortunately most of them are not the level of conscious decision making that I would expect from folks.  However, I see some consistent themes throughout listening to people that cause me to be concerned.  Specific to this posting, the idea of company directional change.

As late as today, someone told me their prime motivator for change was the reorg of their company’s IT, and with that the separation from their respective business unit and assimilation into corporate IT.  With that, nothing changed from his job nor his career path, however the business unit provided insulation from enterprise wide projects and global responsibility - therefore allowing him to essentially fly under the radar.  Now this is of course not what he said directly, but when questioned - what was gleaned from his answers.  This as you might expect would cause concern, raise alarms, what have the.  What is more alarming, his response is not uncommon.

Companies change direction frequently.  With that, the impact across all areas of the business is inevitable.  The people within the company must adapt, be flexible with their jobs, and sometimes even shift their overall focus.  With major changes that effect job responsibility, I will understand the desire for someone to seek alternative employment.  However, when a company shifts its direction - and it does not effect your position responsibilities - there is little reason for a move.  Just because a company changes is not a viable reason for change.  A savvy interviewer pick up on this and it will be marked a red flag.

Leadership within a company can shift direction due to a variety of circumstances, most often financials and the ability for the company to grow and meet expectations.  Sound leadership will require change to some level throughout the history of a company.  The company is looking for solid team players, ones that allow for the flexibility of survival in an uncertain climate and can adapt seamlessly to change.  As a candidate, this can be a positive or negative.  People that display engagement to the prospect of change are viewed highly while resistance is seen as weakness or short sightedness.  The choice remains with you as change is inevitable.

Consider before making a move the following:

• Is the change directly effecting your job functions?
• If so, how?  If they are requiring additional skills, remember that brings better marketability.
• If not, what is the concern?
• Reorg is not always bad and can bring better visibility to your skill set if middle management is removed
• See if the core values have changed, evaluate the focus of the company and its overall direction and service to customer base.  If those are strong and leadership is good, stay still.  Sometimes you will not understand the direction till you see the positive outcome. 
• Patience.  Calm.  Stay still when everyone else is in panic mode.

This comes to me often as people are so quick to jump ship and look for the next best thing.  Most of the time, they realize too late that the best thing was the one they were in.  Make sure there is foundational reasons for change.  Speak to a mentor or close friend to ensure you are seeing the full picture before rendering a decision.