Saying good-bye made easy...

To resign or not to resign?

While completing my LLB and working part time in a city bar in the early 00’s, I faced the hard realisation that I just wasn’t cut out for hospitality. I had dropped enough glasses and fended off enough slurring, drunk souls, to last a lifetime. It was time to go. So afraid was I to resign, I told my boss I had Glandular Fever and was under strict Doctors orders to stay in bed, indefinitely…. and that I probably wouldn’t be healthy enough to come back to work, EVER. Emotional maturity not being my strong suit back then, it seemed the easiest thing to do. Let’s face it, unless you’re a microbiologist, you’d rather not be served a side of Glandular with your onion rings.

So off I went onto my next role as a Sales Assistant and after 4 years, I decided to concentrate on my final year of Law, and complete clerkships wearing suits, instead of selling them. This resignation was much easier, because I was confident in moving onto my chosen career path. My Manager, though sad to see me go, bade me a fond farewell, and handed me the cashmere scarf I had my eye on for the entire season, as a parting gift (ahhh the 00’s!!!)

In an ideal world, this should be the way we always envisage resignation; moving from one situation to another, without guilt or fear or ill-will. But we don’t. We know significant time and money has been invested in hiring us, and we are relied upon, whether we have enjoyed the role and been successful in it, or not. Relationships have been formed, birthday cakes scoffed and coffee mugs invariably shared.

So it is with many lawyers I represent. Often, they worry about how their Partner/Principal will respond to their departure, that they will be vindictive and possibly provide a cruel response, and if the former, certainly won’t provide a glowing reference as a result. Obviously, without an offer in place, (even one subject to successful references) the situation is one of being between a rock and a hard place. Some firms have a strict no reference policy in place, and this makes the situation even more difficult. Some lawyers have seen a colleague(s) resign, and the fall-out has been so shocking, they are scared and scarred for life.

So, concern can be well founded, but truly, in my experience recruiting in the Melbourne legal market for the last 14 years, it is the exception to the rule. Although daunting, asking for a reference is the final hurdle in the process of securing a new role and it must be cleared. Jump over it, crawl under it, smash through it, (like most 4 ft 9-inch tall people like me do), - it’s got to be done.

Here are a few pointers for consideration; maintain a professional approach. Be grateful and appreciative of everything you have learned and all the experience you have gained from working within the firm (even if some experiences haven’t been entirely positive.) The resignation process is also a perfect opportunity to say thank-you and both demonstrate and enhance your professionalism. Think of it as building a bridge to becoming a valued former employee, as well as a future colleague and perhaps friend within the legal profession. Sometimes that just isn’t realistic, but more often than not, it’s your anxiety that is your biggest hurdle to resigning successfully.

As a rule, when resigning, schedule a meeting to discuss face to face, try to relax and talk through your resignation with a clear objective. Remain diplomatic, refrain from rehashing grievances, particularly as your paths may cross again. Be positive, tactful and polite. You may be asked to reconsider, you may receive a counter offer, you may be flatly refused or rebuked for whatever reason. This is business, try to maintain your position; in short, hold your ground (or for Millennials, you do you).  

If you feel uncomfortable asking your Partner for a reference, particularly before an offer has been made, think creatively. Any recruiter worth their salt will help you with this. I suggest you might approach a Barrister with whom you work or ask a former senior lawyer who has moved on from the firm, or a client whom you trust. As it is said, “there is always more than one way to skin a cat.” It just takes time and a strong stomach. *

The easier you can make your exit for you, your Partner and team, as well as HR - the better. In that vein, make sure you offer to assist with a handover, and reassure your employer you will complete as much of your work as possible before your last day. Leaving a good impression is the main aim here, so following up with a resignation letter in writing is advised. Keep the tone positive and professional, as well as short and succinct.

As a recruiter, it’s my role to help you navigate the choppy waters of resignation; it’s one of the many ways in which we facilitate the process.

Finally, if you require advice on resignation or anything else recruitment-related, I’m always available for a chat.

(*And note to cat lovers, I do not advocate cruelty to cats under any circumstances).

Libby Mizrahi LLB(Hons) Partner & Specialist Legal Recruitment Consultant VIC

0468433569

[email protected]