Switching Jobs

Everything that has a beginning has an end. This article will touch on a very sensitive topic of exit from organisation. I am downloading my knowledge and experience to share with you about exit. According to me, more than entry, it is how you exit from a company that talks more about who you actually are and shapes your future.

As long as, the corporate world exists people will come and people will go. When people come, they bring in lot of promises and also expect the same from the place of work, but there is always a gap between what you expect and what you get. Of the many people who have made their destiny to retire in one organisation, this article is not for them. Because no matter what happens, even if the work conditions are not good, they will never quit. This article is for those who have to take the decision to switch which can be for various reason, primarily growth and sometime unhealthy work environment.

First things first – never make shifting jobs a regular phenomenon in your career. While there may be initial success, in the later stage of life where stability has a bigger role, duration spent in organisation play a key role. Whether the exit is within a short span or a long span, it is never easy. It is very difficult to say how long should one stay in an organisation. I would put forward a thought here – stay as long as the learning process and contribution to business is on. If however, I am asked how long one should work for an organisation, the number I would give is 3-5 years. I would usually not recommend people to work more than this time because when they do so, subconsciously they enter the comfort zone. It then becomes the reason for downfall because when time changes, which will surely happen, they fail to adapt and the collapse is inevitable. When you stay for more than 3-5 years make sure you work in multiple functions.

Exit is a normal day task. It is very frequent in large organisation and less in small. When the exit is agreed, then people separate in good relation. When not, then both suffer equally. For organisation the people who quit in bad taste leave bad remarks for the company. The organisation on the other hand gives bad feedback during reference check. Then there is the social media bomb that can explode it further. Thus develops a never-ending enmity. Result, both the part loose.

It is my advise, never let ego take the lead when you are in the process of exit. It is a difficult thing to do when someone is hurt personally but taking things on ego will do more bad than good. Try as much as you can to easy off the separation process

Exit at lower level is not so cumbersome but exit at middle management/top management is usually very complex. The handover does never complete. Even after the employee has exited, the full and final amount is kept is a weapon to force employee to do work even after they have left. One practice that is noted at top level, is 3-month notice. So, if you resign you have to work for the 3 months and start the handing over process. Some organisation make this difficult by not paying them salary for the first month of the 3 month duration, when at max you can hold the last month amount. What this does is fill people with rage and anger. Once these people get the amount then they turn against the company. There are many ex-employees who have done irreparable damage to companies and companies who have ensured, that they do not allow these employee’s settle.

It is said that – War is not the solution. Therefore, both the employer and the employee have to be conscious about this. Yes, exits are not easy but they are also not as difficult as people make them. There will be certain things that will remain open ended. In such case both the parties should not force each other. Take break, go to the old days when you shared good times with your colleagues, the vivid birthday celebration, the night out with the team. This will make the situation ease off. Next day start afresh, things that cannot be resolved on the spot can be resolved after the employee is gone. The organisation have a bigger role to play whenever exit happens. They must strive to maintain good rapport because resolution to old issues can achieved any time if the relationship continues. It is because of these good relationship, people continue to help their old companies even after years of separation.

Exit has to be in good note. Many a times, the employer at a later date feels that the gap after old people leave. Although there are people who come to fill the gap they are not as per what the old person was. Similarly, employee also feel that the old organisation despite the challenges had many good aspects. When such a situation arises, then both of them should be in a position to pick up the phone and talk to each other. There are testimonials where after they have joined hand together, the association has been long lasting. The employee comes back and the employer welcomes them. This is the reason why exits which is a sensitive matter has to be handled with a lot of maturity.

It must be remembered that people who leave organisation are brand ambassadors of the company. A lot of what they say about the organisation matters a lot. Organisation on the other hand miss the service of the people who have left them, for there are many people who can come to fill the gap but can never be replaced.

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