How to Quit Your Job Nicely

How to Quit Your Job NicelyHow to Quit Your Job NicelyThis post on how to quit your job nicely can easily be called, NEVER burn bridges. But the focus here is to avoid dramatic reactions and explain how to quit your job with dignity. We want you to stay on a positive career path. Even though you may feel some bridges need burning down, we challenge you to stop and reconsider.Why explain how to quit your job nicely?All people who quit a job need to protect their business relationships going forward in their career. So, you hated your boss. But you had many other colleagues in the company. What about them?Burning your bridge with the boss or company may also sever your relationship with former co-workers. After all, they have to protect their relationship with the company they still work with. We live in a smaller, well-connected LinkedIn resume world. Careers are lasting longer and peoples memories are enhanced by online content that lives on Google for years. Besides, we usually do l eid quit jobs. We quit the people we work with.There is no valid long-term reason why an employee of a company should go out in a dramatic blaze of glory. Leave that stuff for the movies. Yes, you may feel strongly that some bridges need burning down, but overreacting in the short-term can leave you with long-term negative consequences for your career.Quit with a professional emailWords are very powerful. If you choose to write a resignation letter, leave the emotion out of it. Avoid writing emails with sarcasm, venom, or subtle passive-aggressive tones. Do not go into explanations about your feelings. Above all, do not email everyone in the company, including the people you do not work with.Stick to a simple resignation letter that shows you are neither petty nor childish. Go out with your head held high.Try something new...Keep the complaints off GlassdoorThis author will probably be met with disagreement on this approach. But I write this because, at first, Glassdoor made sense. People never had an outlet to express why companies were unfair. It was all done anonymously and in public forum.But just like anything created with a good intention, it is killed off by fanatical abuse. When business advice for complaints becomes, Just say thank you, the usefulness of a platform is lost. Social platforms that allow for people to complain about companies and bosses, also invite retaliatory and angry responses. It may seem safe at the time. But if what you write on Glassdoor sounds like what you said when you burned the bridge at work yesterday, everyone who knows you also knows who wrote it. It is easy to figure out.Keep your Glassdoor review to yourself. If you really want some sort of vindication, start your own company and do it better. Stay positive. You will always be the bigger person that way.Give the company time to prepare. Go out with a smile.Stop and think before you storm out of the office for good. Think about this for a momentWhat are the short-term be nefits of burning bridges at work?What are the long-term benefits?After you have written your answers down, write out the answer to this questionDo they compare to the long-term benefits of showing employees respect?In the past, the many people I had seen burn bridges apologized several years later. The anger felt from that burnt bridge, and the people involved, were hurting their career progression. It was an attempt to fix a burning bridge. And even though an apology was accepted, the trust between the former colleagues was broken. You dont get trust back once it is broken.Another problem was that the colleagues who dealt with some sort of wrath in the workplace after you had quit suddenly, no longer trust you. They do not hate you perhaps they hated the job also. But the bridge burner was seen as someone who could not be trusted during challenging times. Many business connections were lost because you did not know how to quit your job nicely. You left people in a jam. By human na ture, we are all not big on giving people second chances.Remember above allCooler heads always prevail. Quit nicely. Dont burn career bridges. You can never rebuild them once they are lost. And you never know if your career path will circle back around to needing old colleagues again.

How to Start a New Job on a Good Note - The Muse

How to Start a New Job on a Good Note - The MuseHow to Start a New Job on a Good Note Youve done all the hard work and totally rocked your job search. You got a great offer- and you even negotiated a better salary. Kudos and congrats Now, you show up on your first day, ready to knock it out of the park. But like so many new hires Ive coached, you arrive to a lukewarm response. Theres no marching band heralding your arrival. In fact, your anfhrer is in nonstop back-to-back meetings for the next two weeks and left absolutely no instructions for what youre supposed to do in the meantime. Dont despair. Here are eight tips to help you hit the ground running- even if you have absolutely no direction.1. Get to Know Your JobEven without your manager on board the first day (or more), you can start drilling down into what your job is all about. How? Pull out the job description originally listed for the role, and highlight what it describes as your key outcomes and deliverables. Note anything you have specific questions about, and ask your colleagues to help you better understand until you get some face time with your boss. Find others in the organization who have the same job title, and ask to meet with them to discuss how to get started successfully.2. Find Other NewbiesDont reinvent the wheel as you start your job. If there are others on the team who have started in the past six months or so, go chat with them Ask about the most important things you need to know about working there. Find out what went well for them when they first started, and what they would do differently based on what they know now. Get their suggestions about how you can get started swiftly and successfully, and add those things to your startup plan. 3. Get to Know the OrganizationYou did a lot of research on your way to getting the job offer. Now that youre in the position, start learning about the company in new ways. Comb through the organizations internal website and review pages for departmen ts including training, IT, HR, business development, sales, marketing, and customer service. Read about the organizations value and culture. Learn more about how exactly the company does what it does, and start thinking about how youll fit in. Also, review the org charts to get a sense for the names and roles of key leaders. Read personal messages or videos published by executives. This will help you develop a feel for leadership messages and themes you can bring into your own work. Then, if its published, review the organizations financial information. Immerse yourself in the key manahmes and success metrics for the next 12 months. Connect the work youll be doing with the big-picture goals of the organization. Finally, learn as much as you can about your own department. What big projects are priorities right now? How does your team measure success? Who are the key players? This will help you indoctrinate yourself quickly to your immediate work group. As you do all this, jot down qu estions or observations to share with your manager when you eventually get some one-on-one time. 4. Get to Know the IndustryIf youre in an industry thats new to you, youll experience a learning curve. Ask your new colleagues to recommend publications, blogs, or other media sources that will help you get familiar with the business. Get a sense for the other players in the industry, as well as your companys direct competition. This will help you develop ideas and speak intelligently about how you can bring a competitive advantage to your organization and department. 5. Befriend the AssistantsEven if your boss isnt around in the early days, theres still plenty to learn about how things get done. After all, youll need to figure out details from how to order your laptop to where to send work for printing. Based on what you know about your job, make a list of the work processes you might need to learn. Then, turn to the people around you for answers. If there are administrative or executi ve assistants, make them your best friends. They know tons about how the organization is run, what the managers expect, and how the processes of the business work. They can point you to the right people to have conversations with and help you avoid any booby traps you might inadvertently step into.6. Figure Out the Seven Most Important RelationshipsNo matter what job you have, successfully completing your work will require relationships with others. Now that youre getting more familiar with the organization, identify the seven most important relationships essential to doing your job well. Seven is a good number to start with its a realistic goal to accomplish, but wont overwhelm you.Obviously, one will be your manager- but who else do you need to get to know? The graphic designer? The digital content expert? A team lead from a department youll work closely with?Start reaching out to schedule one-on-one conversations with these colleagues. Introduce yourself as a new member of the te am, ask for 20 minutes on their calendar, and tell them that youre looking forward to working with them. Then, during the meeting, find out what exactly they do and ask how you can help them be successful. Your new colleague will appreciate your initiative and effort to build relationships. 7. Update Your LinkedIn ProfileNow that you officially have the new job and the title, take some time to revamp your LinkedIn profile. Update your employer, title, industry, and location, if needed. Build a brief description of your new job in the employment section, revise your summary, and update your contact information. Then, once you start meeting your new colleagues, connect with them on LinkedIn as well 8. Create a 90-Day PlanYou may not have time to complete all these steps before your boss sits down with you- but theyre all important for your success. So, sketch out a plan for learning the ropes, meeting with colleagues, developing relationships, and hitting those short-term milestones w ithin your first 90 days. If your boss is up for it, schedule a regular weekly update with him or her so you can share your plans, report on your success, and clarify direction for moving forward. In my experience, most onboarding experiences leave a lot to be desired. If your new employer hasnt mastered that process, take heart. Using these tips, you have lots of options to get up and running quickly- and meaningfully- in your new job.Photo of woman typing courtesy of Death to the Stock Photo.

Johnson Johnson Launches New Platform to Be More Transparent to Job Seekers

Johnson Johnson Launches New Platform to Be More Transparent to Job SeekersJohnson Johnson Launches New Platform to Be More Transparent to Job Seekers 13 Innovative Companies Hiring Now If you are searching for a job , you are probably familiar with this scenario you fill out an application online, attach your resume and cover letter, then you click Submit. Anticipation grows as you wait, and wait. Excitement turns to doubt and then confusion. Did I end up in the application black hole?Being in job search limbo is never fun- wondering if a real person, instead of a bot, read your application or reviewed your resume. Johnson & Johnson understands the frustration and is working to address that.Today, Johnson & Johnsonlaunched a new digital experience aimed at bringing much more transparency to every job binnenseeker in the U.S. The Shine platform allows candidates to check up on the progress of th eir application, get information on what to expect next and browse content relevant to the hiring stage theyre at.Now when you apply to a job at Johnson & Johnson, you can see what stage of review it is at, understand how long the process may take, and get insight into what Johnson & Johnson is looking for in its candidates . This is a major step towards transparency and helping informed candidates have as much visibility into their job prospects as possible.We asked over 100,000 actual candidates what their biggest frustrations were with our hiring process, said Sjoerd Gehring, Johnson & Johnsons VP of Talent Acquisition and Employee Experience. Over and over again, candidates told us that they hate the lack of control, the feeling of confusion and the way in which the process often feels so impersonal and transactional. They told us they want transparency, progress updates, helpful content and real-time support- and thats exactly what were hoping to introduce with Shine.