Respectful Employee Departures

Many years back, I hit a professional wall. I had tried everything to make my role work and continue contributing to the organization, but I eventually concluded that it was time to move on... I confided in my former line manager, who had since become a good friend and mentor (Neeraj Sinha), telling him I was ready to spend a short time wrapping up and make my exit. His response wasn't what I expected as he is known for his unique ability to "flip the question" and take a different perspective. He didn't just ask about my next steps. Instead, he asked a penetrating question: "Is this feeling showing up in your work, your relationships, your meetings, and your behaviors?" He validated my situation, explaining that it is completely normal to feel disconnected when you’ve made the internal decision to leave. However, he shared a piece of advice that has stuck with me throughout my career as a leader: No matter your intentions to leave, it is critical to show up professionally every single day and deliver well beyond expectations. Why? Because checking out mentally often leads to checking out behaviorally. Senior leaders notice when standards slip. Letting your performance or relationships fray as you head for the door is counter-intuitive and can severely damage the professional equity you've worked so hard to build. If you ever find yourself ready for a transition, here are a few tips I used to ensure you finish strong: a. Protect Your Professional Brand: Your reputation doesn't reset when you change companies. People remember how you exit just as much as how you enter. b. Keep Your Foot on the Gas: It takes discipline to operate at 100% when your mind is on the next opportunity, but continuing to over-deliver ensures you leave a legacy of excellence. c. Stay Present in the Room: It’s easy to zone out of meetings or dial back your input when you know you’re leaving. Actively engage until your very last day. d. Prioritize the Handover: Make it your mission to leave your team, peers, and successor better equipped than when you started. e. Nurture Your Network: The colleagues you leave behind today might be your clients, partners, or even hiring managers tomorrow. Leave on a note of grace and gratitude. True leadership and professionalism are often defined by how we navigate the transitions. Have you ever received a piece of advice that completely changed how you handled a career move? I'd love to hear about it in the comments. 👇 #Leadership #CareerAdvice #Professionalism #Mentorship #CareerGrowth #viewsarepersonal

Don't burn bridges. Proverb: Do not act in a manner that causes irreparable harm to your past relationships or connections, as you may need them later in life. It may seem obvious, but how you leave an organisation can say everything about your likely success in your next venture. Last week, a close friend shared their experience of their COO's recent departure. On their way out, “Scott” threw grenades in every direction. Departing from the agreed-upon company communication strategy, he broke management protocol on confidentiality by sharing sensitive information with his staff at his farewell party—all this was from a former senior leader, feted as a star performer a few months earlier. In a recent survey, one out of four respondents stated that they left their current role due to a "toxic" breakdown in their relationship. While some circumstances may cause us to leave our jobs on a sour note, it is always a good idea to exit gracefully and keep things professional. Being disrespectful towards your ex-manager or colleagues may not seem much initially because you're leaving the organisation. But this can significantly affect your future career prospects. And trust me when I say that it does. When you decide to make a move. Don’t: 1. Talk poorly of your manager or your team 2. Make a halfhearted effort during your notice period 3. Boast about your new job to others while working out your notice 4. Bring up old issues to justify your exit 5. Poach a colleague or a client during your notice period 6. Engage in unethical activities 7. Misbehaving during your exit party Instead, be gracious and kind, even if you've not had a great experience, which will only make you look better. Remember people are monitoring how an employee leaves. How you leave indicates how you may behave once you come aboard. You will save yourself future regret and stress if you leave on good terms. And you never know; your old boss might open doors of opportunity and give you a good reference long into your future. It is your brand and career, but be careful not to act in a manner that will irreparably harm your future. It is better to close the door gently than slam it in everyone's faces on your way out. Don't burn bridges.

Why how you leave a role is just as important as first impressions I have a client transitioning out of her role right now, and we’ve been talking a lot about what it means to exit with purpose. To leave well. To hand over well. To be remembered well. Because the way you leave a role says a lot, not just about the kind of leader you are, but also about the kind of person you are. Too often we rush this stage. Because we're tired, over it, check out, already thinking about what's next. But when your departure is designed with purpose, it sets you up for your next chapter. Here's how: 1️⃣ Reputation is your long game. The way you leave often echoes louder than how you arrived. Leaving with integrity and gratitude signals emotional intelligence and maturity - people remember how you made them feel on your way out. 2️⃣ Relationships compound. Careers are cyclical. The colleague you support on your last week could be a future collaborator, hiring manager or advocate. Keeping the door open is one of the smartest career moves you can make. 3️⃣ It creates psychological closure. Finishing well helps you process, reflect and release. It’s not just about resigning (or being made redundant) it’s about consciously completing a chapter so you don’t carry its emotional weight into the next. 4️⃣ You leave with energy, not emptiness. A thoughtful handover sets others up for success - and that professionalism follows you. People want to work with leaders who make transitions feel easy, not chaotic. 5️⃣ It’s the ultimate display of leadership. How you behave when you’re leaving says more about your character than when you’re winning. Grace, clarity and generosity during a transition are marks of true leadership. Leaving well isn’t just professional courtesy - it’s career strategy. The energy and reputation you leave behind follow you further than you think. So before you walk out the door, ask yourself: “What legacy do I want to leave here, and how can I make it easier for the next person to succeed?” That’s what exiting with purpose really looks like. If you’re preparing for a transition, my upcoming newsletter dives into how to exit with purpose, clarity and confidence - link in comments. #CareerReset #LeadershipDevelopment #CareerTransition #WomenInLeadership

Dear Managers, stop treating the people you let go as "ex-employees." They are alumni. That single shift changes what they are worth to your business.⁣ The person you let go today can come back as a customer, referral, and someone who speaks for you in rooms you will never enter.⁣ ⁣ Or the opposite. A bad exit can turn into a story that tarnishes your brand in seconds.⁣ How you handle their final day decides what happens next! ⁣ I have been on both sides of this scenario over the past 25 years, leading sales, marketing, and CX across industries. I have been let go, and I have been the one to deliver the difficult news.⁣ ⁣ Here is what I know for sure. Being let go is never neutral.⁣ People feel sad and worried about the future.⁣ They read every signal you send.⁣ ⁣ And what they feel in that last conversation does not fade. It becomes the story they tell, and it reaches your customers (and AI platforms that recommend your brand or competitors). ⁣ 3 go-dos for leaders right now:⁣ 1️⃣ Treat the final employee conversation as the moment that defines the relationship. Plan the last two weeks with the same care you gave the first two, and thank the person for their specific work before they go.⁣ 2️⃣ Treat the exit interview like a high-stakes discovery call. Ask what the company could have done better, then listen without defending and act on what you hear.⁣ (read this twice) 3️⃣ Create an alumni community that helps people after they leave. Give support without expectation, and the goodwill returns in unpredictable, positive ways.⁣ 4️⃣ What would you add? Comment below. ⁣ Listen to my conversation with Josh Bersin, author of Irresistible, as we talk in depth about the connection between employee and customer experience and doing both right! Link to revival show: 👉https://lnkd.in/gYFHdwuh 1 min preview 👇 Share this with others who may benefit. Got questions? Message me.

"From Red Carpet to Cold Shoulder": Why HR Needs to Elevate Offboarding🚀 As the year wraps up, we see an uptick in resignations. Turnover is natural, but how we handle offboarding speaks volumes about our commitment to people and culture. While we roll out the red carpet for onboarding, exits often get the cold shoulder. Here’s a look at some all-too-common mishaps: 🚫 Common Offboarding Pitfalls   - The "You're Dead to Us" Treatment👻     Suddenly, you’re invisible—emails go unanswered, projects vanish, and it’s like you were never there.  - The "Guilt Trip Express"😮💨     “After all we did for you?” It’s uncomfortable for everyone when employees are guilted for moving on. - The "One Month of Torture"🔥     That last month becomes a tough grind of micromanagement, scrutiny, and awkwardness. 💡 Key Offboarding Practices   To keep it classy, here’s how to handle exits like pros: - 🤝 Professionalism & Empathy – Acknowledge and respect their choice without resentment. - 📝 Conduct Exit Interviews – Gather feedback, thank them for their contributions, and learn from their journey. - 🎉 Plan a Thoughtful Send-Off – Honor their work with a well-organized farewell. - 🔗 Stay Connected – Today’s departing employee could be tomorrow’s brand ambassador or rehire. Takeaway: Let’s handle offboarding with the same respect we give to onboarding. Every exit is an opportunity to strengthen our brand and leave a lasting positive impression. 🙌✨ #HRInsights #EmployerBranding #EmployeeExperience #OffboardingDoneRight #ExitStrategy

POV: Can You Start a New Job While Clearing Annual Leave? This is a question I get asked quite often. Well… Legally, you’re still an employee until your last contractual day i.e. your last day in payroll, even if you’re on approved annual leave. This means there will always be some risk if you start elsewhere before that date. Let’s understand some basic rules first: 1. Annual leave during notice is by approval. Employers can approve or reject and if rejected, they typically pay unutilised leave in lieu. 2. If you are on garden leave, you stay on payroll but are benched from working, including for a new employer, until your end date. 3. “Dual employment” isn’t expressly illegal in Malaysia, but many companies have moonlighting clauses. Breaching them, or your duty of fidelity, can be treated as misconduct. 4. Post-employment non-competes are usually void in Malaysia (Contracts Act 1950 Section 28). However, restrictions can still apply while you’re employed, right up until your last day. So… can you start early? Yes. But only if all three conditions are met: 1. Your current contract has no clause barring other work before your end date (or you’ve got written consent). 2. You’re not on garden leave. 3. You won’t use or disclose confidential information or compete unfairly before you officially exit. Generally speaking, most people start their new job after their physical last day. Once access and company equipment are returned, the risk to the former employer is minimal and no company wants to spend thousands to launch a lawsuit over a few days that make no real difference. Hence, the trick is to leave on a high note. 1. Hand over properly. Leave your files organised so your successor doesn’t curse your name. 2. Keep your relationships intact. Say thank you to your team, your boss, even that one colleague who drove you nuts. You never know when your paths will cross again. 3. Exit gracefully. Avoid venting on social media or oversharing at farewell lunches. People remember your last impressions more than your first. Remember, when we walk out on good terms, we don’t just protect our reputation, we keep doors open for future opportunities too. Gitu. xoxoxo, AuntyHR

As I prepare for my own exit from Ericsson later in May, I find myself reflecting on a piece of wisdom that has stayed with me throughout my career. A former colleague once told me, “MajBritt, never forget—exit is more important than entry.” He was right, and that mindset has guided me through many moments in my career. Companies invest heavily in creating seamless onboarding experiences, but how often do we focus on offboarding? How often do we have clear exit policies (including terms and conditions) in place from the moment of hiring, ensuring that expectations are set from day one? It’s not a question of if—it’s a question of when. A well-managed exit is crucial—not just for the organization but also for the individual. Leaving with professionalism and grace ensures smooth transitions and preserves strong relationships. There are different types of exits: ✅ The “good” exits – when colleagues move on to exciting new opportunities or well-earned retirement. These moments are a testament to an organization’s ability to develop talent, with the focus on knowledge transfer and celebrating achievements. ✅ The “difficult” exits – when departures are involuntary and require a different level of care. Each situation is unique, demanding empathy, clarity, and respect. But exit responsibility doesn’t rest solely with the company. Every individual also plays a key role in ensuring a graceful transition. 🔹 Take ownership – Transfer knowledge, support colleagues, and ensure a smooth handover. 🔹 Close the books – Wrap up administrative tasks rather than leaving them for others. 🔹 Say goodbye – A proper farewell strengthens relationships and leaves a lasting, positive impression. Some of my proudest moments have been when employees who faced difficult exits later reached out to express gratitude for a professional and respectful transition—and even shared stories of finding themselves in an even better place. Ultimately, a well-managed exit benefits everyone—organizations, teams, and departing employees alike. When handled with professionalism and care, it fosters long-term goodwill, keeps doors open, and supports personal well-being. #Leadership #TalentManagement #Offboarding #CareerTransitions

“Employees on notice period are not enemies.” Strange how the same person who was “a valuable asset” last week suddenly becomes “disengaged” the moment they resign. Here is the truth most companies ignore: People don’t just leave companies. They remember how they were treated on the way out. Notice periods aren’t a loyalty test. They’re a leadership test. Do you: → Micromanage them suddenly? → Cut them off from information? → Treat them like a risk instead of a professional? Or do you: → Respect their decision → Help them transition smoothly → Appreciate the work they’ve already done A quick story: At one company, an employee resigned after 3 years. Instead of sidelining her, her manager did something different. He asked, “How can we make your last 30 days meaningful?” She documented processes, trained her replacement, and even helped close a key client deal before leaving. On her last day, the team didn’t just say goodbye, they celebrated her contribution. 6 months later, she referred 2 high-quality hires back to the same company. That is the ROI of respect. Because your culture doesn’t show up in onboarding slides. It shows up in exits. And today’s exiting employee is: • Tomorrow’s client • A future rehire • Or someone telling your company story to the world Make that story a good one. Respect the exit. It lasts longer than the tenure. #Leadership #WorkCulture #EmployeeExperience 

I’𝘃𝗲 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝗰𝗮𝗿𝗲𝗲𝗿𝘀 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝘁𝗶𝗺𝗲𝘀, 𝗯𝘂𝘁 𝗼𝗻𝗲 𝗿𝘂𝗹𝗲 𝗻𝗲𝘃𝗲𝗿 𝗰𝗵𝗮𝗻𝗴𝗲𝘀: 𝗡𝗲𝘃𝗲𝗿 𝗯𝘂𝗿𝗻 𝘆𝗼𝘂𝗿 𝗯𝗿𝗶𝗱𝗴𝗲𝘀. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗺𝗼𝘃𝗲 𝗼𝗻 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗯𝘂𝗿𝗻𝗶𝗻𝗴 𝗯𝗿𝗶𝗱𝗴𝗲𝘀 Each career shift taught me the importance of leaving on positive terms. Your next big opportunity often comes from past connections! ① 𝗚𝗶𝘃𝗲 𝗔𝗱𝗲𝗾𝘂𝗮𝘁𝗲 𝗡𝗼𝘁𝗶𝗰𝗲 ↳ Clearly communicate your departure well in advance to minimize disruption. ↳ First, speak privately with your immediate supervisor or team leader before approaching HR or senior executives; respect the chain of command. ② 𝗕𝗲 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 (𝗜𝗳 𝗬𝗼𝘂 𝗖𝗮𝗻) ↳ Honestly share your reason for leaving. ➤ Whether it’s further education, a career pivot, or simply a role better suited to your goals. ➤ Authenticity builds respect. ③ 𝗘𝘅𝗽𝗿𝗲𝘀𝘀 𝗚𝗿𝗮𝘁𝗶𝘁𝘂𝗱𝗲 ↳ Personally thank your employer and colleagues for the opportunities, support, and growth provided during your tenure. ④ 𝗙𝗶𝗻𝗶𝘀𝗵 𝗦𝘁𝗿𝗼𝗻𝗴 ↳ Keep performing at your best. → Ensure your transition doesn’t negatively impact the team. → Volunteer to train your next successor…leave behind a positive legacy. ⑤ 𝗦𝘁𝗮𝘆 𝗶𝗻 𝗧𝗼𝘂𝗰𝗵 ↳ Periodically reach out to your former bosses, supervisors, and colleagues. ➤ Genuinely check in, congratulate milestones, and maintain those valuable relationships. ⑥ 𝗕𝗲 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗔𝗯𝗼𝘂𝘁 𝗬𝗼𝘂𝗿 𝗣𝗮𝘀𝘁 𝗥𝗼𝗹𝗲𝘀 ↳ Always speak respectfully about past workplaces. ➤ Integrity is memorable and appreciated. ——————- 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: The professional world is smaller than you think. ➤ keeping bridges intact can open doors in ways you can’t yet imagine. 💬 Has staying connected with a former boss or colleague ever benefited your career? ♻️ Repost to help someone manage their next career transition gracefully! #CareerAdvice #Networking #CareerGrowth