On today’s episode of the Finding Career Zen podcast, Pete and Ricky are here to discuss everything you need to know about how to leave your job. Is it necessary to give two weeks’ notice? Does anyone really check references? Is there a right and wrong way to tell your boss?
These questions and more are answered by Pete and Ricky, who also reveal the real reason you should be quitting your job on professional terms.
Are you considering quitting your job? Tune in to this episode for great advice on approaching the situation.
Advice on how to leave your job gracefully
- Always offer at least two weeks’ notice. Give the courtesy of 14 days for the organization to find a replacement or to make the necessary adjustments. The higher up you go in an organization, the bigger the notice you should give.
- Mean it when you offer it. Plan to work as hard in those final two weeks as you did in your first two. It’s hard, but it’s doable. You have to suck it up and grind it out.
- Think about what’s best for your career, and go out courteously and gracefully. It will serve you well over time. Always protect your professional reputation and do it for your own self-interest.
- The people who experience your departure will remember it, good or bad. Always be in a position where you don’t have to avoid someone that you run into in public because of how you left the situation. Don’t burn any bridges because references will be checked.
- When initiating the conversation, go with what’s comfortable for you. The more personal, the better. Write your resignation letter, have it prepared, and then have the convo live, so it’s not drawn out.
- Don’t offer criticism unless there’s some benefit to it. Make sure it’s not just for the sake of taking shots at someone or something. Feedback is valuable and really appreciated a lot of times when something can be done about it.
- How to write a resignation letter
- Should I quit my job?
- How to write a goodbye letter to your boss
- Quiet quitting, is it worth it?
Pete Newsome 00:00
You’re listening to the Finding Career Zen Podcast and on today’s episode, we are going to tackle how to quit your job professionally.
Pete Newsome 00:07
You’re ready for that today, Ricky?
Ricky Baez 00:10
I can’t believe we have to do an episode on this. But then again, I do believe it.
Pete Newsome 00:14
Well, wait a minute, you’re an HR guy. This is what you’ve done. What would surprise you at this point when it comes to HR issues anything?
Ricky Baez 00:23
Not really? Not really.
Ricky Baez 00:24
It’s the reason I stayed in this position for such a long time, you know, in HR is that there’s something new that comes up that just when you thought you’ve seen it all, another day comes.
Ricky Baez 00:36
So yeah, I’m never surprised.
Pete Newsome 00:38
That’s right. Well, you’re the HR guy, I’m, you’ve been in staffing for 20 years.
Pete Newsome 00:42
So I would agree with you as well, they’re do think you’ve seen it all until you realize you haven’t.
Pete Newsome 00:49
And so like to your point, you don’t really get surprised anymore. But what we want to do today is help people understand how to leave gracefully.
Pete Newsome 01:00
Maybe that’s the way I’ll phrase it today. Because you can you can do it well, and you can do it poorly right?
Pete Newsome 01:07
And the difference is, in many respects, what will follow you through the rest of your career, and your life really in terms of relationships.
Pete Newsome 01:16
And that’s hard to consider when you’re upset and angry and frustrated and ready to just get out of there where every day seems like it lasts for a year.
Pete Newsome 01:29
I mean, we’ve I’ve been there but have you ever been there? Have you ever been in that situation where walking in or the dreaded Sunday night?
Pete Newsome 01:37
Right, where you just think, Gosh, here I go again? Have you experienced it?
Ricky Baez 01:43
So I’ve, I’ve shared with you that one of my favorite shows of all time is the sopranos on HBO. I absolutely loved that show.
Ricky Baez 01:52
And I had a love-hate relationship with that show because that show came out on Sunday nights and on HBO at a time that I was really unhappy with my career.
Ricky Baez 02:02
And I mean really unhappy. I had that Sunday burn on your stomach and your chest. Right after watching a great show of The Sopranos.
Ricky Baez 02:11
Yes, I, I’ve been there before Pete. And it literally is the worst feeling in the world.
Pete Newsome 02:16
Yeah, it’s not a feeling that you want to last. It’s not one that you want to let linger and live with.
Pete Newsome 02:23
And that is very true. That’s very real.
Pete Newsome 02:27
But it’s you when you decide to leave your job, you still really need to consider what is going to be said about you after the fact and what’s going to be the lasting memory of you as an individual and as a professional.
Pete Newsome 02:43
And that’s a real thing. So you know, it’s, it’s a balance.
Pete Newsome 02:47
So let’s talk about this. How do you handle you’re in situation, you’re very upset.
Pete Newsome 02:55
You don’t like your manager, your environment is bad every day does seem like torture, and you just have to leave?
Pete Newsome 03:04
What do you do in that situation? Ricky? What’s your advice to someone who can’t get out fast enough?
Pete Newsome 03:11
But until they put in notice, tell them why convince someone that they should stay for two weeks, they should offer two weeks because that’s what we’re recommending. Right?
Pete Newsome 03:21
I don’t want to get the cart ahead of the horse.
Pete Newsome 03:23
That is what I’m recommending, for sure to always offer two weeks’ notice least at least two weeks, at least two weeks talk about that for a second.
Ricky Baez 03:32
Then at least because it’s I am on the camp you should always regardless of how you feel about layoffs our handle, which is a whole different story.
Ricky Baez 03:42
You should really give the courtesy of 14 days for the organization to find a replacement or to make the necessary adjustments, at least now, at a much higher position.
Ricky Baez 03:52
And a more strategic position a valuable position that if they leave, they may need to give more time because that position was so valuable or so critical for the organization, they’re going to need more time to adjust for that absence.
Ricky Baez 04:09
So that’s what I’m saying at least the higher up you go in an organization, the bigger the notice, you should give in my opinion.
Pete Newsome 04:16
I’m glad you pointed that out.
Pete Newsome 04:17
Because it’s harder to replace someone who’s in a role, that it’s either a niche or has a unique set of responsibilities.
Pete Newsome 04:27
And the more courteous you can be in that. In that scenario.
Pete Newsome 04:33
Will I believe it pays off?
Pete Newsome 04:35
I believe it follows you and I have a number of examples that I immediately think of in a conversation like these people who laughed in the best possible way and some who haven’t, that I’ve been involved with and that feeling doesn’t go away it last forever.
Pete Newsome 04:53
And it’s not I think people there’s a tendency and it’s natural and I can play really understand to say, the company doesn’t deserve it right?
Pete Newsome 05:03
The manager doesn’t deserve that professionalism, because let’s say they haven’t been professional and they’re in their treatment, of the person who’s leaving.
Pete Newsome 05:14
But that’s not why we’re recommending it. That’s not why I’m recommending you give proper notice. I’m recommending it for your own self-interest.
Pete Newsome 05:22
Because being in staffing, I will tell you that we check references.
Pete Newsome 05:29
Were asked that our clients check references were asked to check professional references.
Pete Newsome 05:34
And if you do not, it’s not about you may not get a bad one.
Pete Newsome 05:42
But you need a good one. I mean, no comment is pretty telling when someone refuses, to say whether an employee is eligible for rehire.
Pete Newsome 05:52
And in many cases, you will not be most cases if not all, when you leave without notice.
Pete Newsome 05:57
So that alone is enough of a red flag to at times to prevent you from being employed in your next job.
Pete Newsome 06:05
So there’s, to me it is a self-serving thing. If nothing else,
Ricky Baez 06:13
It is but I want to touch on something you just said about the manager, because I know a lot of people out there would say, You know what, if I got a crappy manager, I’m just going to leave and forget that manager.
Ricky Baez 06:26
They don’t deserve my two-week notice.
Ricky Baez 06:30
That may be true. But you got to be above that.
Ricky Baez 06:32
Because not only your manager suffers, but who do you think you’re going to do all the work your colleagues, they’re going to suffer?
Ricky Baez 06:38
A lot of people above and beyond or not above and beyond, but other than your manager are going to suffer?
Ricky Baez 06:45
So think about that as well. But yeah, don’t burn any bridges.
Ricky Baez 06:48
And, Peter, I had a conversation with somebody about this last week who says it’s illegal to blacklist somebody.
Ricky Baez 06:55
And I’m like says it’s not illegal to blacklist anybody.
Ricky Baez 06:59
If you don’t want as long as it’s not a violation of the law.
Ricky Baez 07:02
For example, you blacklist somebody because they’re Hispanic or they’re a woman or they’re a man, that’s different, from blacklisting somebody because they just left and didn’t give proper notice.
Ricky Baez 07:13
That is perfectly legal. And I totally support that. Because now you can trust that person, you can trust them on a project. So you are burning a bridge.
Pete Newsome 07:21
Right? And that is the big takeaway.
Pete Newsome 07:24
Do we hope everyone has from this who’s listening?
Pete Newsome 07:26
Is that it burning the bridge, and you want to avoid it now, we said, I think we both said in a different way that you should do this every time.
Pete Newsome 07:36
But there are exceptions or they’re not. Can you think of any I have a few that come to mind? But I do think there are exceptions, as there are two pretty much any rules in the workforce.
Ricky Baez 07:48
I’ve got two of them that come to mind. And the first one is more serious. So to leave without any notice.
Ricky Baez 07:55
If you are in danger, and nobody’s doing anything about it, then yes, you have to think about your safety is always paramount.
Ricky Baez 08:04
So yeah, I’m not if I’m in danger, because I’m afraid of a co-worker, I’m not going to give a two-week notice if the organization isn’t doing anything about it.
Ricky Baez 08:12
So that’s one of them.
Ricky Baez 08:13
That’s the more serious one.
Ricky Baez 08:15
The other one, it happened to me about 10 years ago when we had somebody who just started working for the organization on Monday.
Ricky Baez 08:25
And on Wednesday, they decided to give their two-week notice. And I told the person.
Pete Newsome 08:33
To wind down there two days of work.
Ricky Baez 08:36
I’m like, You know what, I’ll accept the right and the person got upset.
Ricky Baez 08:40
And I told him, Look, you have to understand that, from my perspective, from our point of view, we need a two-week notice to help us transition things.
Ricky Baez 08:47
We you’re not done with training, why continue training you for the next three weeks or two weeks, if you’re going to leave anyway.
Ricky Baez 08:55
It’s just it’s better to cut it off right now. So that’s the other one that I would think.
Pete Newsome 08:59
That’s a great point. So that you should offer it mean it when you offer it.
Pete Newsome 09:04
I’ve noticed a trend over the past few years where people offer it assuming because it goes there are certain scenarios where companies will immediately say like the one you just described, someone, ‘s two days into a job.
Pete Newsome 09:16
There’s no reason for them to stay around when those two weeks are going to be training, right on the company’s dime.
Pete Newsome 09:22
That doesn’t make sense. In certain sensitive positions sales, for example, is a common one where if you’re going to work for another sales organization.
Pete Newsome 09:32
The employer probably doesn’t want you hanging around any longer than necessary if you’re not motivated to produce in the job that you were in.
Pete Newsome 09:40
And so there are lots of roles where it’s good it’s almost a given that if when someone puts in notices, so to say they’re going it’s going to be their last day.
Pete Newsome 09:49
But even in those scenarios, you never know.
Pete Newsome 09:52
And you shouldn’t assume even if you expect that they’ll ask you to leave right away when you put in that to note the two weeks note I mean it and then plan to work as hard in those final two weeks as you did in your first two weeks.
Pete Newsome 10:06
Because again, it’s not for the benefit, and you bring up a great point, yes. Does it help your peers?
Pete Newsome 10:11
And if you have friends that you’re going to be leaving behind? Absolutely. I mean, that’s, that’s a noble thing to do.
Pete Newsome 10:17
But, I don’t even need to get there for this advice. I just want to make the point that it will be how you’re thought of and it will follow you.
Pete Newsome 10:26
It may be really hard to see at the moment.
Pete Newsome 10:31
And so I’m not looking forward. I don’t care about the far advance, I just don’t want to show up one more day, then.
Pete Newsome 10:37
They’re not deserving of it. Yeah. But you’re deserving of a better reputation than that as an individual.
Pete Newsome 10:43
And that’s what you need to protect. Because if you lose your reputation professionally, that’s something that is almost impossible to regain.
Pete Newsome 10:52
And unless it’s it’s one of these exception periods, and what we’ll talk about that a little bit more, you gotta suck it up, grind it out. That’s, that’s hard. It’s hard.
Ricky Baez 11:05
So you there’s no, but it is hard, but it’s definitely doable. Let me tell you a quick story.
Ricky Baez 11:10
When Anna and I are going to call her out by name, I’m going to tell her that I’m calling her out by name. It’s a positive story.
Ricky Baez 11:15
One of my former employees, her name is Kayla, right? And here’s what she did. She submitted her two-week notice.
Ricky Baez 11:22
And she worked it all the way to the I mean, she worked just as hard on her last minute.
Ricky Baez 11:28
On her two-week notice, as she did on her first day, to the point that we will all go in on the entire HCIT HR team was gonna go out to do a happy hour too, you know, to send her off, she was late to it.
Ricky Baez 11:42
Why was she late to it? Cuz she was still working, Pete. That is that right? There is the kind of employee that I would welcome back with open arms.
Ricky Baez 11:52
And that’s exactly what happened two years later, two years because she left because she wanted to spend some time with her family.
Ricky Baez 11:58
And then two years later, she just gave me a call, and we have breakfast at Kiki’s honestly, other than having to interview her because I knew what she can do.
Ricky Baez 12:06
And we welcomed them back with open arms. That’s how you lead a business.
Pete Newsome 12:10
That’s such a great example. couldn’t come up with a better one myself than that, because it just tells the story.
Pete Newsome 12:15
And you will remember kala for that forever, and that and so will everyone else who was around.
Pete Newsome 12:21
And people, people, other people will leave. It’s not just that organization, the people who experienced that departure good or bad will remember and take that forward, elsewhere.
Pete Newsome 12:34
And so it’s just it’s over the years I’ve been since I’ve had I entered the professional world in 1993.
Pete Newsome 12:43
So a long time ago, I run into people in different industries, different companies that I never would have imagined in the past five years ago, 10 years ago, in my case, 20 plus years ago, even people show up and reappear in your life.
Pete Newsome 13:00
And you know what you’d never want to this is kind of one of my rules of thumb.
Pete Newsome 13:06
Always be in a position where you don’t have to avoid someone that you run into in public. Right? Because of how you left that situation.
Pete Newsome 13:16
Are you going in when everyone knows, you know, you know what I’m talking about? You see someone Are you ducking Are you ducking behind the corner?
Pete Newsome 13:17
You know, if you see him at the mall ducking into the next door if you’re coming down the hallway.
Ricky Baez 13:29
I avoid a lot of people in public, right?
Pete Newsome 13:32
And that’s something that I try to think of always in these scenarios is in that was really born because as a career salesperson, I would this is a thought that was planted in my head years ago.
Pete Newsome 13:47
Not everyone is nice to salespeople. It turns out I know that may be a shock to hear. But not everyone treats salespeople as you know, as equals at times.
Pete Newsome 13:58
And I used to when that would happen to me and it did on occasion.
Pete Newsome 14:02
I would think what if I ended up coaching your kid and basketball or soccer or they end up on you know, like being buddies with one of my kids and you come over at the corner of my house?
Pete Newsome 14:14
Like what’s gonna happen and you know what, for things like that have happened.
Ricky Baez 14:21
So it happens to me all the time, I run into people that have terminated in the United States and in Canada, I share with you that I was in Agra falls.
Ricky Baez 14:30
And I heard a teacher and I look over and it’s some guy fired. I was fired from the fire department.
Ricky Baez 14:35
And my wife was like really internationally people find you that’s interesting. And I mean don’t be so dramatic in Canada.
Pete Newsome 14:41
It so rates other reasons to leave so you’ve mentioned being in danger.
Pete Newsome 14:46
I think that should go without saying but we need to point it out anyway because we did say always give notice, always with some obvious exceptions.
Pete Newsome 14:56
If you’re in danger if you’re being abused in any way verbally.
Pete Newsome 15:00
You know, mentally now I will, I will say with that when that doesn’t mean you’re being pushed hard at work.
Pete Newsome 15:06
And you’re being, you know, you have heavy demands put on you and expectation of achieving certain metrics or whatever it might be.
Pete Newsome 15:16
That’s not what I’m talking about, okay?
Pete Newsome 15:18
That may feel stressful to you.
Pete Newsome 15:21
And that’s real. But that’s where in a situation like that because let’s be honest, if if someone is dreading coming to work, and feels that they’re in a bad environment.
Pete Newsome 15:36
And they need to get out of it, it’s usually because of pressure and it’s put on in the workplace, or in many cases, it is anyway.
Pete Newsome 15:45
But that doesn’t, that doesn’t mean the employer is bad. That doesn’t mean that the manager is bad. That just means the job is a bad fit for you as an individual.
Ricky Baez 15:53
Exactly. That’s what I wanted to say. Because it’s, you know, if somebody is being pressured at work, to do better, that’s not harassment.
Ricky Baez 16:04
That’s not a toxic work environment. That’s what the work environment is supposed to be.
Ricky Baez 16:08
And if you’re not willing to improve those skills and meet that demand, yeah, quit.
Ricky Baez 16:14
I rather you self-eject than put somebody else through the process of doing it for you. So that’s why I wanted to jump in and say that piece, it’s yes.
Ricky Baez 16:24
If you’re being pressed to do better, that is, that’s the nature of the job. That’s what people that’s when levers are supposed to do, right?
Ricky Baez 16:31
Move the needle from A to B. But if you’re not willing to meet that demand, do not put the organization in a position to let you go.
Ricky Baez 16:40
You should just self-eject and find something that’s better suited for your skill set.
Pete Newsome 16:44
That’s up. That’s it. So when it’s time to give notice, what should you do?
Pete Newsome 16:50
How do you recommend someone deliver that message you have email, you have text you have phone calls you have in-person, although in-person physically is harder to come by these days for a lot of roles.
Pete Newsome 17:03
But what is your general advice on how that should be initiated?
Ricky Baez 17:07
From my perspective? I love personal conversations, right?
Ricky Baez 17:12
So whenever I’ve resigned, I’ve always gone to the person and say, Hey, let’s talk, let’s have a conversation. I want to let you know what’s about to happen.
Ricky Baez 17:20
I wish I’m not gonna say that. But I get really personal with them.
Ricky Baez 17:24
That’s easy for me, Pete because I’m an extrovert, that’d be easy for you because you’re an extrovert.
Ricky Baez 17:29
But I want to reach out to introverts who are the ones who don’t like that kind of conversation. Go with what’s comfortable for you.
Ricky Baez 17:36
But let me tell you, those five minutes of you stepping out of your comfort zone, to really have that personal conversation with that leader will leave a lasting impression on them, especially if they know you don’t like to have those conversations.
Ricky Baez 17:52
So if you want to leave on great terms, and you want to show that this is really serious for you still do it in person, if you can’t, because like you said earlier in the past three years, it’s been very difficult to do that.
Ricky Baez 18:05
But that’s what I would recommend.
Ricky Baez 18:06
I would never recommend that with a tax. I don’t know if any situation professionally where I would want to separate any kind of employment one way or the other via tax.
Ricky Baez 18:20
My phone call obviously secondary, but that’s just my take on it. Because I’m an extrovert. What do you think?
Pete Newsome 18:26
Yeah, no, I agree. I think the more personal the better, that you can do it live in person that’s preferred.
Pete Newsome 18:34
I think you could write a letter for someone who depends on it so much is dependent on the nature of the relationship with your boss.
Pete Newsome 18:42
How long you’ve been there, what role you’re in, but I think you could I think it’s okay to initiate the conversation with a resignation letter.
Pete Newsome 18:53
I agree. Because the question is, how do you bring that up initially? Do you schedule a meeting? And do you do it? No, no.
Pete Newsome 19:03
What do you put as a subjective meeting, right? Well, you’re not going to be disingenuous, like meeting about me resigning.
Pete Newsome 19:10
Well, I think you just let the cat out of the bag. So good coffee. Yeah, I have coffee on that line that we need to talk to. It’s not you it’s me. I don’t know.
Pete Newsome 19:20
But I think a resignation letter is in a, what I would recommend is that you recommended that do it live, even if no one likes this conversation when some people do.
Pete Newsome 19:34
I mean, if you just were offered to if you just won the lottery and you’re leaving, because of that you’re gonna like that conversation, I guess.
Pete Newsome 19:42
But it’s still a breakup of sorts. Not to be dramatic. And so it is emotional. It’s hard just like getting a job offer and accepting a job is emotional.
Pete Newsome 19:54
It’s a meaningful thing. It’s, it’s how you earn a living. It’s where you spend your waking hours during most of your waking hours.
Pete Newsome 20:02
So it is an emotional thing, to varying degrees.
Pete Newsome 20:07
But where possible, I would recommend writing the letter, having it prepared, then having the conversation live, it doesn’t have to be drawn out.
Pete Newsome 20:17
But people appreciate that getting up and getting the bad news out of the blue written is not fun.
Pete Newsome 20:24
None of it’s fine. I’m just I’m thinking through all the conversations I’ve had on both sides of this fence when I’ve put a notice or had someone resign.
Pete Newsome 20:32
And really, every situation is unique.
Pete Newsome 20:35
But we have lots of letters and advice on how to write those letters templates for the letters on zengig.com.
Pete Newsome 20:42
So please check those out. You don’t have to start from scratch, we could almost just plug in, you know, state your name on our letters.
Pete Newsome 20:50
But make it somewhat personal, you don’t have to go into detail.
Pete Newsome 20:54
The other thing I would recommend for so those are the do’s the don’ts that I would say is don’t offer criticism unless there’s some benefit to it, right?
Pete Newsome 21:11
Where something can be done about it, you know, where if you I wouldn’t recommend criticizing your peers, for example, your co-workers?
Pete Newsome 21:20
I wouldn’t go out with that if it’s the work conditions, or the hours or the job itself, great.
Pete Newsome 21:28
And even, even if you can talk about hey, look, I really didn’t like this.
Pete Newsome 21:35
Here are some examples of things I didn’t like I will I feedback is valuable feedback is really, really appreciated a lot of times.
Pete Newsome 21:44
But make sure it’s not just for the sake of taking have taken shots at someone or something.
Ricky Baez 21:51
I don’t know if that’s a really good point because it could it will come across as that right, because one of the questions I would have is why how long has this been happening?
Ricky Baez 22:02
Oh, eight years? Right? Why is this the first time we’re hearing about this right? But then I would dig deeper in that because Why did you not feel comfortable coming to us for this, that’s important to me.
Ricky Baez 22:14
It’s important to me to understand that piece because I want people to be comfortable talking to us and bringing that to us. But I agree with you.
Ricky Baez 22:22
If there isn’t a benefit, don’t bring it up.
Ricky Baez 22:26
There has to be another way for you to bring that up where it would bring some benefit, ie the exit interview in the exit interview is a great time to bring that up.
Ricky Baez 22:36
And now from a business perspective, an exit interview and we’ve talked about that on the show before it’s already too late.
Ricky Baez 22:43
A person’s gone. Sorry. You got to start looking to stay for interviews.
Ricky Baez 22:47
Can I throw something in there real quick pee because I think I don’t think you meant to do this on purpose?
Ricky Baez 22:52
But I think you threw in another reason why people should not give it two-week notice. Oh, what’s that? Hitting the lotto?
Ricky Baez 22:59
Oh, I mean, we would you give a two-week notice if you want $800 million in the lottery. Oh, that’s interesting, right?
Ricky Baez 23:10
Now, here’s the thing. from an HR perspective, if somebody gives me a two-week notice, and it’s because they won the lotto.
Ricky Baez 23:18
I’m gonna look at him like, really? I mean, what why? Why?
Ricky Baez 23:23
Just accept that right now? Right? Just sit there right now and go, you just gonna make everybody man in the office.
Pete Newsome 23:30
Okay so back to back to that just a fictitious scenario, although it does happen every time someone wins the lottery almost every week they’re faced with this dilemma.
Pete Newsome 23:42
Well, remember, the main reason you want to give proper notice is so your thought of well, after the fact and you have other opportunities, and they’re not you know, they’re going to come your way.
Ricky Baez 23:52
Anyway, you’re a millionaire Pete Yeah, it’s not gonna matter.
Pete Newsome 23:55
Million dollars all of a sudden? I don’t think those concerns are the same. That’s a tough one.
Pete Newsome 24:02
Because I would of course, say, yeah, you still should. But is that going to happen? Probably not.
Pete Newsome 24:10
Right? Tell you what, I’ll let you know when when when the lottery hits, and then I’ll I will be honest,
Ricky Baez 24:16
I will go to my boss. And I’m like, Look, do you even want this? Let’s be your eyes. Right?
Ricky Baez 24:22
What kind of help do you want from me in the next two days? Right. It’s what can I do? Let me help you. That’s right. I will try to offer some help.
Ricky Baez 24:30
Or like I’ve always joked around before, here’s my two-week notice affected two weeks ago.
Pete Newsome 24:35
Well, okay, that is not the way to do. Yeah, it was it was post-dated. Get the message on that.
Pete Newsome 24:45
Pete Newsome 24:46
So I think the do’s we’ve covered are any other don’ts that you know, other than when you leave, other than just what you said.
Pete Newsome 24:56
Don’t take a shot at something unless the way you’ve Praise that is was really good.
Pete Newsome 25:01
I think unless it’s constructive and something can be done about it, you know, don’t say something just to get it off your chest, right?
Pete Newsome 25:10
I mean, because, again, it’s you could go out and say how awful your manager was, it may make you feel better in the moment. But that’s not going to ultimately serve you.
Pete Newsome 25:22
So is it fair?
Pete Newsome 25:22
Is it appropriate to say be bigger than that, you’ll be better than that?
Pete Newsome 25:26
And that’s, that’s hard. Because your view if you’ve been, if all that has been pent up, and you’re like, Man, I can’t wait till the day I can quit, where I can say what’s really on my mind.
Pete Newsome 25:37
Okay, it probably won’t make you feel that much better.
Ricky Baez 25:41
And it won’t, right? Because I’ve seen people quit really badly. And what I mean really bad is they make a scene out the door, right?
Ricky Baez 25:47
Just, you know, they come in, like, what’s the biggest trend now that I see on tick tock, people going to Walmart and videotaping their mass, their extravagant exit, going in the PA saying all these things.
Ricky Baez 26:00
And I see those videos, and I’m like, Guys, this is digitally preserved, right, this will come back and get you later.
Ricky Baez 26:07
That’s not the way to do it. You know, and let me address this piece. Because this is easy for us to say.
Ricky Baez 26:14
But I know there are people out there who really have a hard time dealing with these things, right?
Ricky Baez 26:18
And they and they have other emotional things happening at home.
Ricky Baez 26:21
And I do understand what we’re saying for you to do regardless of how upset you are with the organization.
Ricky Baez 26:27
You do have to take that highroad police on the stand folks I get that there are some other circumstances that are happening outside of work that really add to the anguish and the emotion.
Ricky Baez 26:37
All I’m asking is that you quelled your emotions and you think about the future, you think about your career to make sure you do what’s best for your future.
Pete Newsome 26:46
Well, I think that wraps it up, then I mean, so let’s conclude, then we recommend giving two weeks.
Pete Newsome 26:54
We recommend meaning it in almost every scenario, going out in a professional manner, doing it with courtesy and grace, and doing it for your own self.
Pete Newsome 27:08
So self-serving reasons because we want you to be thought of and you as an individual want to be thought of well, right?
Pete Newsome 27:17
What are they going to say about you after you leave even if you did great for a decade?
Pete Newsome 27:23
If your last two weeks or a bust in your you go out getting on the PA system and doing something like that just for show.
Pete Newsome 27:34
You’ll regret it you will, in almost every case. So go out gracefully, and professionally and that’ll serve you well over time.
Pete Newsome 27:43
Not for their benefit, but for your own. That’s right. Alright.
Ricky Baez 27:47
Well, it’s what I did exactly I agree with everything you said.
Pete Newsome 27:51
If you have any questions, you know, hit us up.
Pete Newsome 27:53
We love to, you know, feedback and of course, rate us on the show and otherwise, Ricky, man have a great weekend.
Pete Newsome 28:01
You too. Have a good one. Alright, thanks so much.