We give quite a bit of thought to first impressions as we start a job—and not nearly huge to last impressions when we’re leaving one.
I asked about the candidate, and the CEO was very decorous and cheerful and said some supportive things.
And then I came to the questions I always come to at the end of reference calls like this: “Any concerns? Any worries? Any red or yellow flags.
After a long pause, he replied, “Well there was one thing. He really didn’t leave well.”
So what does it mean to leave well, or in this case, not to leave well? The candidate in question had abruptly left both his team and his company in the lurch—so much so that it left a lasting impression on the CEO.
Doors closing
Here are some Do’s and Don’ts.
1. Tell Your Boss First
This might sound painfully obvious but you’d be surprised how often news of a resignation reaches a manager before they’ve been formally told. While it might be tempting to share the news with close colleagues or friends at work, disclosing your departure plans to your boss first demonstrates professionalism, respect, and transparency. By telling your boss first, you are enrolling them in your succession plans.
2. Give Ample Notice And Plan For A Smooth Transition
Leaving a job well starts with providing your employer with enough notice before your departure. Startups move quickly, but two weeks notice is still required. If you hold equity that you’ll retain and still believe in the startup’s mission, it’s more important than ever to offer to “do the dishes” and get a jump start on the recruitment process by offering to draft a job description.
Documentation is also important when leaving an early-stage startup where one person can hold entire swaths of knowledge and information without enough documentation. During your notice period, be proactive in documenting your tasks, responsibilities, and ongoing projects. Share this information with your colleagues and the person who will take over your role. This level of preparation demonstrates genuine commitment to the success of the company—even after you leave—and cements your legacy with the documentation you leave behind.
3. Don't Burn Bridges—Keep It Constructive
Regardless of your reasons for leaving, it's better to maintain a positive and constructive attitude until your last day at the job. Your final weeks should be a time of reflection and gratitude for the opportunities you've had during your tenure. Prepare a sense of appreciation for the experiences, skills, and relationships you've gained, as opposed to the insults, injuries, or grievances that threaten to overtake you.
4. Don't Neglect Exit Formalities
A lot of folks see exit interviews as an HR formality. Perhaps at big corporations that’s true. Not so much at startups. Say what you see in terms of your team, the company, market performance, how the company treats its customers, partners, and employees. All of it. Avoid being grumpy, casting aspersions, or taking personal potshots.
Maybe the CEO or whoever you’re doing your exit interview with will say, “yeah, that’s fine. You don’t have the whole picture.” But at least you’ll be appreciated for speaking plainly and working to improve the company all the way through to the end.
All of these actions ladder up to one important principle: never leave your CEO or your team in the lurch.
The way you leave is the last waypoint with the company and a critical reflector of your overall performance. Nothing stays in the vault. CEOs call around.
I didn’t hire the man who left poorly. After seeing him zig and zag and flounder since that time, it was the right call. And I’m grateful to his former CEO for keeping me off those rocks.