Exit Strategy

Anita,

I have finally made the decision to leave my job of 8 years, but have not sent out résumés or contacted any potential employers yet. My decision is not based on anything negative – I love my bosses, co-workers, etc., but want a career change. I work at a fairly small (25 employees), family owned business and lead one of their four departments, though the dept. only consists of myself and a newly hired assistant (who won’t be able to take over). I want to leave on good terms with the company and I know they will have an extremely hard time finding a replacement. I do not want to commit to staying until said replacement is found, but planned on offering 1 month notice and staying until I have completed those clients that have already booked (I am a dog trainer). Additionally, the gal who does the sales for me is leaving in less than a week and I will now be expected to take on these appointments. My question is: knowing that I will be leaving, is it appropriate for me to not give notice to my employer until I have secured a new job and complete my sales appointments as if I AM staying, or should I notify them of my intent to start looking for alternate employment so they are not then having to cancel clients who may book farther out than 1 month and run the risk of them excusing me before I find new employment. Thanks in advance!

Exit_000017488442_smallDear, On Short Notice,

Searching, applying, interviewing, and finally landing the right job may take a while. By the time you are ready to give your standard two weeks notice, it could be months and the salesperson may already be replaced. But since you have worked with this small company eight years, you may wish to inform your bosses of your career goals to allow them the extra time to find a replacement for you and the salesperson.

While you may not harbor ill feelings, when leaving a less than satisfactory job, some people may be tempted to quote country music singer Johnny Paycheck and tell the boss to “Take this job and shove it; I ain’t working here no more.” Here are tips to create an exit strategy that won’t have repercussions down the road.

  1. Update your résumé, including career highlights from your current position. Review my post, “Importance of Annual Résumé Updates.”
  2. Start networking – discreetly and on your own time. Put out feelers to find open positions and companies in which you may be interested.
  3. Stash away an adequate emergency fund. You never know when your boss may catch wind of your plans to leave and fast forward your decision. There may also be a period of time between your old job end date and your new position start date, and bills still need to be paid.
  4. Use Paid Time Off (PTO) or vacation time judiciously to save enough for interviews. Be sure you know your company’s policy for unused sick time or vacation time. You don’t want to lose any time that you’ve worked hard to earn.
  5. Once you have a firm job offer (preferably in writing), tender your letter of resignation. Two weeks’ notice is the professional minimum. However, if you have a management or key position, consider staying a while longer to train your replacement. Some companies don’t like “lame ducks,” however, and may whisk you out the door that very day. See why #3 is important?
  6. During your last weeks on the job, maintain your work ethic. Organize and delegate your projects and workload with adequate instructions and documentation.
  7. If your company does an exit interview, keep your comments positive. There is a better chance that your criticisms will negatively impact you than bring about any lasting changes in your company.

Readers: How many weeks notice did you give your last employer when you quit?

RELATED POSTS:

Stay or Quit?
Building, Not Burning, Bridges

Workaholism: A Necessary Evil?

Hey Anita,

My wife is complaining that we haven’t taken a vacation in 6 years. But she doesn’t understand that I have to work non-stop to keep up with my job. Our kids are in sports and camps, and I can’t afford to be get lackadaisical. It’s a dog-eat-dog world out there, and I need to keep pace with the pack. But my long hours are causing a lot of friction in my marriage. Can you give me some arguments to help me prove to my wife that not taking time off is the price of success in our modern business world?

Workaholism_InfographicDear, Marty Martyr,

National Workaholics Day was this past Sunday, July 5. Admit it – you checked your work email.

You are not alone. A hefty 79% of respondents to a Select Family web poll consider themselves workaholics. Gallup reports that while half of Americans work 40 hours or less per week, the other half work 41-49 hours (11%), 50-59 hours (21%), even 60+ hours (18%). The last thing I want to do is help you argue with your significant other, and these stats don’t measure success – only time spent. A Huffington Post article observes, “Many feel, with some justification, that a 40-hour week would be career suicide.”

Working hard is one thing; being addicted to your job is another. Workaholism is a pattern of long hours, working beyond expectations, and a consuming obsession with your job. Workaholics Anonymous has 20 questions to ask yourself to see if you are taking your commitment to your profession too far. Beyond the obvious (Do you work more than 40 hours a week?), there’s one that seems to apply in your situation: Do you get irritated when people ask you to stop doing your work in order to do something else [like vacation]?

Americans leave 429 million vacation days unused yearly, according to Oxford Economics, which noted that a heavy workload and peer pressure prevented some from taking their earned PTO. Heck, even the CEO of the U.S. Travel Association had trouble getting his employees to take more than $350,000 in accrued vacation.

There’s always one more call to make, one more email to answer. And, God willing, there will be one more day. Instead of trying to “finish” everything each evening, learn to be okay with leaving some tasks for the morning – or next week – and try to relax. The world, your industry, and your company will manage to muddle on without you for a week or two while you embark on that much needed vacation.

The consequences of workaholism are stress-related health symptoms, sleep issues, decreased productivity (did you get that one?), and an increase in work-family conflicts. If you continue on this exhausting path, you may just find yourself married to your job, and nothing else. Research by Dr. Bryan Robinson, Ph.D., reveals that workaholics are 40% more likely to get a divorce. Or worse, you could make your wife a widow. Those who regularly work 11+ hours a day are 67 percent more likely to develop coronary disease, according to a UCL study.

My advice? Have a heart and address your family’s vacation deprivation. To quote Harold Kushner, “No one ever said on their deathbed ‘I wish I’d spent more time at the office.’ ”

Readers: How many hours a week do you clock for your job? Do you feel pressure to work more than 40?

Do you have a job-related question? Ask Anita.

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RELATED POSTS:
The Importance of Vacations
What Faking an 80-Hour Week Tells Us about Work Culture
Stop Rewarding Overwork
Rules for Requesting R and R
Asking for Vacation Time

Proper Use of Sick Days

Dear, Anita,

I feel like I am coming down with the flu. But I have used up all my accrued sick time and I really can’t afford to be off without pay. What should I do?

Another reader asks:

Is it legal if I call in sick to take my elderly mom to the doctor? She doesn’t have a car.

Dear, Flu-ey Louie,

english bulldog with  hot water bottle - suffer a migraineOver half the companies in the U.S. offer their full-time employees paid sick days as a benefit. Many of these businesses use an accrual formula that allows workers to earn a certain number of hours per pay period, and many have a use-it-or-lose-it policy about carrying over sick days into the next calendar or employment year (check with your HR department). But the goal is to have a system that allows sick employees to take care of themselves and keep them out of the workplace. Presenteeism – attending work while sick – often costs employers as much as absenteeism! If you go to work sick, and infect three co-workers, who don’t stay home and infect three more co-workers… well, soon the whole office is down for the count. Here’s a video on how to avoid the flu:

To decide if you should go to work or not, ask yourself three things: 1) Are you contagious, 2) Would you be a danger to others (a groggy airline pilot, for example), and 3) Would you be productive? If you are just sneezing or have a stuffy nose, you’re probably good to report for duty. Just be sure to wash your hands often during the day. If you have a sore throat and ache all over, stay home. A fever can also be the deciding factor. Check out WebMD’s “Too Sick to Go to Work?” cold and flu quiz.

Louie, if you can access your e-mail and work documents from home, offer to do this so you will technically not need to use a sick day.

Dear, “Mom’s Taxi,”

Portrait of a handsome male chauffeur sitting in a car saluting a passangerI can’t give you an exact answer about whether you can use a sick day to drive your mother to the doctor, because I am not privy to your company handbook. Some companies reserve paid sick leave for the employee or their immediate family –
meaning spouse and children. Whether or not that extends to your parents (if you are not your mother’s primary caregiver) can be a gray area.

I like the trend toward giving employees PTO (paid time off, or personal time off) that combines sick time with vacation and personal days all in one big bucket rather than sick leave with rules and regulations about how time can be used. After all, employees are mature, responsible adults. Hopefully, they will have enough self-control and foresight to not use all of their personal days in the first quarter for that round-the-world three-week vacation and save some PTO for the proverbial rainy day.

Readers: Do you go to work when sick? Has an ill co-worker ever given you the flu?

Need some job advice? Anita Clew is happy to help. Click here to Ask Anita.

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Disclaimer

Anita Clew's blog posts are intended for general guidance and should never be taken as legal advice. In all instances where harassment, inequity, or unfair treatment is believed to be present, please consult your HR Department or legal representation.
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