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How to Change Jobs Smoothly

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Changing jobs is something that people invariably have to handle at some point in their career. Handling the situation in a professional manner would ensure a smooth transition.

The first step in leaving employment is the employee submitting the resignation letter to the employee. It is a good practice by the employee to mention reasons for quitting. The employee should ideally commit a joining date to his or her new employer after knowing when he or she would be relieved from the leaving company.

Once the employee has given the resignation letter, the next step for the employer is to determine the notice period and the relieving date. Some companies have the provision of the employees paying an amount equivalent of the salary for the same duration, in lieu of the serving out the notice period. From the employee perspective, it is always better to serve the notice period in full if the employer insists on it. Failure to do so might generate a bad remark that can adversely affect the employee’s career at some point of time.

It is the employers job to find a suitable replacement for the resigned employee. It is however the moral, and sometimes legal responsibility of the resigned employee to train the newcomer during the notice period. In any case, the resigned employee has to brief the newcomer regarding all aspects of the work. It is the supervisor’s job to get this done in a systematic manner before the employee’s relieving date.

Some companies have a policy of exit interviews. Exit interviews are honest feedback and appraisal from the departing employee, now that he no longer needs to fear victimization or repercussions for speaking out his mind.

Some companies would have a farewell party, while in other companies; the employee just walks off at the end of the day. Whatever be the manner, it is best for both parties to let bygones be bygones and leave in a pleasant note, even if the resignation was in an acrimonious note. No employee, however skilled he may be can afford to burn bridges with ex-employers, and for employers, ex-employees are the best advertisement for attracting talent.

Even after the employee leaves, there would be many financial matters needing processing. Salary, for instance would normally be paid at the end of the month. There would also be Social Security contributions that need processing. The employee would also need to access records from the employer at a later stage - most notably for Income Tax purposes.
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