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Resignation, mutual termination, dismissal\u2026 Whatever the reason for the farewell, anyone who leaves a company has every interest in taking care over their final moments there \u2014 and in doing so, safeguarding their reputation.<\/p>\n\n\n\n
When he announced his departure to his direct manager, Julien immediately sensed a chill. \u201cI had been headhunted by a competitor with a better position, more responsibility and a higher salary\u2026 Yet my manager took it personally. At first, things were tense,\u201d he recalls. Despite this, Julien threw himself straight back into work, determined to wrap up his projects as thoroughly as possible before leaving. \u201cI only slowed down in the very last few days! In the end, I earned back the respect of senior management by showing that I still took my role and the company seriously, even though I was leaving.\u201d<\/p>\n\n\n\n
Julien made the right call. By his own admission, he has since crossed paths many times with former colleagues and managers, and he has no regrets about handling his departure carefully. \u201cIt\u2019s definitely a smart strategy, especially if you know you\u2019ll remain in the same industry,\u201d confirms Nicolas Leroy, Recruitment Director at the Fiducial Group. \u201cThis moment should never be overlooked \u2014 otherwise you risk undoing years of successful collaboration for the sake of just a few weeks.\u201d After all, professional sectors are often small worlds. A former colleague could become your future manager. You might even find yourself returning to the same company one day \u2014 who knows? With that in mind, here are five tips for leaving on good terms.<\/p>\n\n\n\n
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This first step is crucial. \u201cThere\u2019s no question about it \u2014 you need to prepare the announcement of your departure in order to avoid corridor gossip,\u201d stresses Thomas Simon, a lecturer and researcher in management sciences at Montpellier Business School. Indeed, this is the worst-case scenario: rumors and office talk leaking the news before you\u2019ve had the chance to formally inform your management. The priority is to speak to your direct manager first, then HR \u2014 ideally before telling colleagues, unless you have complete confidence in their discretion.<\/p>\n\n\n\n
This becomes even more important as you move up the ranks. \u201cThe higher you are in the hierarchy, the more a departure requires organization and confidentiality. A communication timeline and agreed messaging can be developed jointly by the employee, senior management and HR. Some companies may also have confidentiality clauses or ask that the announcement be delayed until a replacement has been identified,\u201d explains Anne-Laure Pams, Director of Leadership Development at HR consulting firm Grant Alexander. The goal is twofold: on the one hand, to avoid rumors and gossip about the individual, and on the other, to respect the company\u2019s need to prepare for what comes next.<\/p>\n\n\n\n
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The decision to leave has been made. Some may be tempted to ease off, gradually disengaging during their final weeks\u2026 \u201cIf there\u2019s one thing you should never compromise on, it\u2019s your professional attitude. Disengaging \u2014 especially in a management or executive role \u2014 puts your reputation at risk and can cause lasting damage to your image,\u201d warns Anne-Laure Pams.<\/p>\n\n\n\n
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