{"id":4097,"date":"2015-01-14T10:51:06","date_gmt":"2015-01-14T18:51:06","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=4097"},"modified":"2015-01-14T10:51:09","modified_gmt":"2015-01-14T18:51:09","slug":"giving-notice-matters","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/giving-notice-matters\/","title":{"rendered":"Why Giving Notice Matters"},"content":{"rendered":"

\"giving<\/a>Welcome to 2015, and another year of unlimited possibilities and opportunities. Among these opportunities, for many people, landing a new job is by far one of the most exhilarating feelings one can\u00a0experience. With this new job so many possibilities are abound: a fresh start, higher pay, more responsibility and\/or management potential, and a whole new world of challenges to be taken head-on. It’s understandable why people are excited and why they immediately turn focus to their new future surroundings.<\/p>\n

However, too often people make the mistake of leaving their old job without sufficient (or any) notice period to their employer. This is a tragic, yet wholly avoidable mistake. Again, it’s entirely understandable that excitement really takes over, but it is equally as important that you keep in mind the long-term ramifications of leaving a job without proper notice.<\/p>\n

How Much Notice Is Enough?<\/strong><\/p>\n

The standard for generations (in the US, with maybe the exception of the independent country of California) has been two weeks\u2019 notice when you plan to separate from an employer. This provides them with time to start working toward getting someone new into the role, and also allows for a transfer of knowledge to take place. Depending on how long you have been in your role that might be a significant amount of information to download to others. Given your role, and the information at stake, you may want to consider a longer period of transition time, so that your current employer isn’t left without critical information that will assist the next person in your role.<\/p>\n

It\u2019s true that companies often want to have a new employee start as soon as possible. That’s just the nature of things. They have work to do (which is why they hired someone to begin with) and the sooner they can execute against that the better. But they also know that past behavior can be a predictor of future performance. One of the scariest things a recruiter can here when they ask how much notice you need to give is “I can leave tomorrow and start ASAP”. Mind you, if you are already between jobs, this isn’t an issue. But what the recruiter on the other end hears is “I can leave my current employer high and dry. And I’ll probably do the same to you” As you can imagine, this is cause for great alarm.\u00a0So consider 2 weeks sufficient, but maybe it\u2019s 3 or even 4 depending on what your specific scenario is. Also, check back on the offer letter or other employment agreements you signed for any clearly defined notice requirements.<\/p>\n

Burned Bridges Are Hard To Cross<\/strong><\/p>\n

Having recently come back to a company where I previously worked for 4 years, it was a nice to “come back home”. Many faces remained, and it was easy to resume the strong relationships I had built over my previous tenure. And while I left because of a manager that was just insufferable to work for, (read: people don’t leave jobs, they leave managers \u2013 still true), I ensured that I gave them 4 weeks\u2019 notice so that we could transition everything. I also cleared this with my future employer at the time, as I wanted them to know I was not leaving a firestorm behind, and that I had integrity. This resonated well with my new boss.<\/p>\n

Companies also collect and track data on employee separations and terminations. And you can be sure they are noting when someone leaves without giving any\/proper notice. And it’s not just “coming back home” that is affected. When references are checked or employment history is verified, this transgression potentially might be included. It may even preclude you from being eligible for rehire at that company at a later date. Ultimately, it’s not worth damaging a reputation that you worked hard to build.<\/p>\n

I’d make one recommendation after accepting the new position. Stop, sit down, breathe, and think about your exit plan. Map out a strategy, and discuss it with your current and future manager. They will respect your efforts in closing things out properly, because you’re making their lives easier, and it’s the professional thing to do. And if you ever need to come back later on, you’ll be glad you did it the right way.<\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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Pete\u2019s passion stretches across several areas of talent acquisition, including recruitment and sourcing, social media, employment branding, recruitment operations and the training and mentoring of recruiters. Pete has worked for high-growth organizations such as comScore and LivingSocial. In addition to recruiting top talent both in the U.S. and abroad for these companies, Pete has developed successful recruitment frameworks, recruitment processes and procedures, and enhancements to the candidate experience to enhance employer brand. He has experience in recruitment systems selection and implementation, including vendor selection. Social Media has also been a significant part of Pete\u2019s experience as well. He has worked on developing social media and employment brand strategy, site selection, content planning and execution, and metrics. His relationship-driven models have resulted in better candidate engagement, brand visibility and reach, as well as increased candidate flow. Being part of the local recruiting community in DC has always been important to Pete. He has been on the board of directors for recruitDC since 2010, and has also been a speaker at several recruitDC events. Originally from New York, Pete is an avid New York sports fan and lives in Northern Virginia with his wife and 2 children. He has a Bachelor\u2019s Degree in Psychology from the State University of New York, and holds several AIRS Certifications.","sameAs":["http:\/\/www.recruitingin3D.wordpress.com","https:\/\/x.com\/PJradloff"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/peter\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/4097","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/186"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=4097"}],"version-history":[{"count":2,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/4097\/revisions"}],"predecessor-version":[{"id":4100,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/4097\/revisions\/4100"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/4098"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=4097"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=4097"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=4097"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}