Dear Matt: I work for a very small company and have been a major asset to my organization — only two other employees are capable of completing my job at my level of efficiency. I was just offered a great new opportunity with a Fortune 100 company that also includes a $15,000 raise. I can't pass it up. I have accepted the position, but how should I tell my manager and my co-workers that I will be leaving?
Matt says: Job seekers — at least those who are loyal and dedicated to the company — always seem to dread telling their bosses they are moving on. When people build personal relationships in their professional lives, it can be difficult. But you have to always do what's best for your own situation.
"We are free agents in a very competitive job market," says Jim Greenway, executive vice president for marketing and sales effectiveness at Lee Hecht Harrison (LHH.com), a global workplace transition and outplacement leader. "So when a great opportunity arises that offers growth and a significant pay hike, and aligns with your values and goals, by all means you should take it."
When it comes time to have that discussion with your boss or co-workers, too much explanation isn't necessary or recommended, says Greenway. Make a point of telling them how valuable the experience working with them has been, how much you appreciate the opportunities you've received, and that you hope to stay connected. Offer to help prepare a comprehensive transition plan so that the handoff is smooth and avoids — as much as possible — any disruption to business. Fortunately, in this case there are two employees who could potentially step into your role. That could lessen the burden and should lessen your worry. The company and business will move on, and so will you.
As for the employer, this shows why succession plans are so important — even in small companies.
"Employers should be proactive in identifying critical roles and then creating a plan to develop emerging talent to move into these roles," says Greenway. "This helps to ensure you have employees who are role-ready and prepared to step into jobs when they open up."
Today, with the increased visibility social networks offer, its critical employers take steps to protect the talent they want to keep. "When identifying critical talent, you also want to make sure they are being recognized and rewarded in ways that foster engagement and commitment," says Greenway.
This situation should be viewed as opportunity for the employee to move on and advance in their career as well as an opportunity for the company to train current employees and develop emerging leaders. That's what job seekers and successful businesses have been doing for years, and will continue to do for years to come.
Contact Matt at jobslink@startribune.com.
