Tips for Turning In Notice
A well-managed resignation protects your reputation, preserves relationships, and sets the tone for a smooth transition into your next opportunity. Below are best practices to help you handle this moment professionally and confidently.
Keep Resignations Short, Simple & Positive
Resigning doesn’t need to be emotional or complicated. Keep the message straightforward, appreciative, and focused on the future.
Thank your employer for the opportunities you’ve had.
Express appreciation to colleagues who supported you along the way.
Let your team know you’ll do what you can to ensure a smooth handoff.
Long explanations can lead to unnecessary questions or confusion. A concise approach is almost always the best approach.
Be aware that your boss may be caught off guard. Their initial reaction may come from stress, not judgment. Stay professional and avoid lengthy discussions about your new employer—your goal is to leave on the highest possible note.
If you anticipate tension or hostility, request the meeting at the end of the workday and propose follow-up discussions the next morning once everyone has had time to process the news.
The Oral Resignation
A verbal resignation can feel challenging because you may be asked to explain your decision immediately. Choose your words carefully and stay focused on gratitude rather than criticism.
Avoid sharing personal grievances or sensitive details—anything said in the moment can be misinterpreted. Highlight the positive aspects of your experience and maintain professionalism.
A simple script to guide the conversation: “I wanted to speak with you directly. I’ve been offered an exceptional opportunity elsewhere, and after careful consideration, my family and I believe it’s the right fit for our long-term goals. I truly appreciate everything you and the firm have done for me.”
If pressed for more information, keep your response brief and consistent—you’re leaving a good situation for a better-aligned opportunity.
The Written Resignation
A written resignation allows you to communicate clearly and maintain control of the message. It also creates a formal record and reduces the likelihood of emotional or confrontational exchanges.
Key reminders:
Keep it positive and professional.
Do not document complaints or frustrations.
Avoid mentioning individuals or situations that caused dissatisfaction.
Anything placed in your personnel file may outlast the people or circumstances involved, and your words may resurface years later. Always preserve relationships and future references.
Have a Transition Plan Ready
A strong transition plan reflects professionalism, respect, and leadership. It also protects your reputation and supports your team after you leave.
Document Your Current Responsibilities
List active projects, deadlines, and priorities.
Outline recurring tasks and standard procedures.
Compile Key Contacts
Provide a list of internal stakeholders, clients, vendors, and partners.
Include helpful context and preferred communication methods.
Organize Files & Resources
Ensure digital and physical files are updated, organized, and labeled.
Securely share passwords, tools, and access details as appropriate.
Create Step-by-Step Instructions
Document processes for recurring tasks or complex workflows.
Add tips or insights learned through experience.
Schedule Knowledge-Transfer Sessions
Walk your manager and/or successor through essential duties.
Record processes or provide reference notes if allowed.
Offer Support (Within Reason)
Let your team know if you’re available for limited follow-up questions.
Identify temporary points of contact for urgent issues.
Handling a Counteroffer
Counteroffers often come with flattery, incentives, or emotional appeals:
“You’re too valuable—we can’t lose you.”
“We were just about to promote you.”
“What do you need to stay?”
“Why join that company?”
They may include promises, salary increases, title changes, or guilt-based appeals. These can create confusion, and fear of change can cloud your judgment.
The data is clear:
Over 80% of employees who accept a counteroffer leave or are let go within 6–12 months.
75% re-start their job search within 90 days.
The underlying issues that motivated your search still remain. Most counteroffers serve as short-term solutions for the employer—not long-term career growth for the employee.
Leave on the Right Note
Take the time to personally thank the people you’ve worked with—support staff, peers, leadership, and anyone who contributed to your success. Keep conversations positive and resist the temptation to join in if others express dissatisfaction.
A few minutes of genuine appreciation can strengthen relationships that may benefit you years down the road.
While a standard two-week notice is customary, you should aim to conclude your transition efficiently. The longer you stay, the more likely you are to be pulled into repeated explanations or to absorb workplace tensions as the team adjusts.
Depart gracefully, professionally, and with your long-term reputation top of mind.