Whatever reason brings you to leave a job, the process brings a mix of emotions. There is likely excitement about the next opportunity and a sadness to be leaving people you enjoyed working with over the years. There could be disappointment that things didn’t work out as you hoped and regret that you didn’t well as well as you hoped. Maybe you are grateful for what you have learned and ready to move forward. Whatever the circumstances, how you leave the job matters and becomes part of your legacy.
Work with your manager to define a plan of how the work will be covered. This gives you an opportunity to transition files and documentation and to answer questions from the individual who will pick up these responsibilities. You may be able to offer some solutions and some insights on what skills are critical to each job, how you would prioritize the outstanding work. Demonstrate that you still feel responsible for your work and for the success of your colleagues, clients and company. Show that you put some thought into the transition to ease the burden on those left behind.
If you work directly with clients, ask your manager if you may communicate with the clients directly. Do so professionally. Let them know you enjoyed working with them and explain the transition coverage to them so they will feel supported.
Book a meeting with HR to ensure that you don’t leave the paperwork and details until the last moment. Be sure to understand the impact and dates of changes in insurance etc.
If an exit interview is offered, book one. If not, at least do one with your manager. Provide constructive feedback and focus on what you learned from the experience. You have the opportunity to directly influence your legacy once you walk out the door. If you are willing to be available for questions that arise, be clear when and how you wish to be contacted.
The world is indeed getting smaller every day. Do not burn any bridges on your way out the door. Exit well and you will be remembered well.