How to tell your employer you're fired. An example of correctly informing the manager about the dismissal

Making the decision to quit is often easier than communicating it. An employee who has decided to quit cannot muster up the courage to inform his boss about his intention, and the boss, who has to lay off several dozen or even one person, is tormented for a long time by doubts about whether he is acting fairly.

What is the best way to announce a layoff?

Getting fired is always a rather touchy topic to talk about. Each of the parties wants to part in an amicable way, to avoid insults and mutual claims, but, unfortunately, not always and not everyone succeeds. That is why it is worth trying to prepare the ground in advance for a conversation about dismissal, and also try to think over the very outline of this not the most pleasant conversation.

There are two ways to look at a conversation about dismissal:

• when a subordinate informs the manager about leaving;
• when the manager informs the subordinate that the latter will have to leave the company.

The reasons in both cases may be different, the common thing is the need to somehow convey information to the opposite side. We will not consider here the case of tacit written notice and confrontation, but assume that both the employee and his management act with the desire to maintain friendly relations after parting.

Regardless of who is the initiator of the conversation, you should take care of comfortable conditions for the conversation. There are no universal tips and recommendations that will suit everyone and everyone in this matter, but even a minimal knowledge of human psychology suggests that it is worth choosing a time for a conversation when a person is peaceful, complacent and in no hurry. That is why, when planning a conversation, it is better to build on the characteristics of the person who has to tell the bad news. The conversation is best carried out face to face, it is necessary to choose a place and time when no one can interfere and disrupt the course of communication.

How to leave a company gracefully

First of all, it is necessary to keep in mind as a guideline the desire to maintain good relations with superiors and colleagues, who will soon turn from current to former. This will help you sleep peacefully when a potential employer wants to test your professional or communication skills by talking to former employers. In addition, it is possible that you will meet with one of today's colleagues in the future as a boss or subordinate. In other words, never rush to burn bridges.

The conversation about dismissal should be taken very seriously, but without unnecessary nerves.

Talking about such sensitive topics is always better face to face. If you work in an open space, book a meeting room to communicate with your boss so that random people cannot interfere with you. There are no ideal recipes and conversation scenarios, since much will depend on your relationship with management, on the situation in the team, as well as on the factors that caused the dismissal. It is better to voice this reason as sincerely as possible, while trying to maintain delicacy. You should not categorically inform the boss that the work has become boring for you, the working conditions are unpleasant, and the salary is low. Find a more tactful way to convey your ideas to the interlocutor. You may have been offered more interesting work conditions (for example, remote work) and a higher paying position. It may happen that your family circumstances have changed, and it has become difficult for you to work in the mode adopted by the company (for example, your spouse received an offer to move to work in another city or country). Or you just feel that you have exhausted yourself in the direction in which you have been working all this time and would like to try something new. The reasons for leaving can be very different, but it is imperative to find a way to talk about them so that you are understood correctly. It is very important to thank the manager, and later colleagues, for helping you get an interesting professional experience.

A competent leader will be able to understand your motives and adequately respond to the information received. If you are firm in your intention to leave the company, it is worth considering in advance the arguments in case, in an attempt to keep you in the company, you are offered a promotion or position, an interesting project or business trips abroad. However, you should not try to manipulate people in order to get such an offer. Fraud can be revealed, and this will not strengthen your position in the company.

According to the norms of the Labor Code, it is necessary to notify the employer of the planned care fourteen days before this event. In some circumstances, it is better to stop being a formalist and talk to management about your intentions in advance, for example, three or four weeks before leaving. This will allow the company to find a replacement for you, take over your current affairs and projects, and you will earn a reputation as a responsible person who stands up for the success of the common cause.

Video: how to leave beautifully

How to fire a person and not become his enemy

Every leader will have to learn how to fire people one day. Those who have a similar experience will say that there are no two identical layoffs, just as there are no two identical human destinies. There can also be a lot of reasons why a manager may want to part with a particular employee, from the banal “they didn’t get along” to malicious violations. It is always worth approaching dismissal very carefully, because an offended employee, even if he was fired for a cause, can go to court and begin to take revenge in other ways, for example, spoiling the company's reputation among potential partners and customers, on the Internet, in general circles of communication. Next, we will consider several options for how a manager can part with an objectionable employee as painlessly as possible for both parties.

While doing their work, each person pursues, among other things, certain personal goals, strives for new opportunities. Work can give him a chance to realize his aspirations, or maybe vice versa. The best way to dismiss a person on a positive wave is to help him realize his goals, as well as the goals and possibilities of the structure in which he works. For example, HR-specialists consider one of the most effective ways to non-directive reduction of staff to conduct corporate training on the awareness of personal goals at the same time as the strategic session of the company's goals. In this way, a person can realize that, frankly, his life interests and aspirations are directed in one direction, while the company in which he works is moving in the opposite direction. The desire to quit in such circumstances will arise by itself. This method of dismissal is applicable when there is no question of how to dismiss such an objectionable person immediately. Such an employee can also most often be aware of his true wants and needs and perceive his current job as a temporary solution, so the company will do him a good service by giving him a little nudge in the right direction.

It is very important for the company to systematically approach the organization of the dismissal process. And here we are talking not only about compliance with all paper and legal formalities, but also about interaction with the dismissed employee. Dismissal must be planned in advance, be ready to give a person time to come to terms with the upcoming dismissal, and also find a new job that meets personal aspirations and interests. Do not try to get rid of a person at any cost as soon as possible. Many employers, in an attempt to save time and money, go to the trick of offering a far from the best employee to quit of their own free will, and in return promising brilliant recommendations. Of course, the company will get rid of the objectionable employee, but will such an approach not bring more harm than good. The author of this material observed with his own eyes a situation when a person with excellent recommendations from business partners was hired for the position of head of a group of trading companies, who turned out to be completely incompetent. His actions in a short time contributed to the collapse of the team, which had worked together for more than ten years at the time of his arrival, and also lowered all the companies included in the group below the payback point. A repeated, albeit belated, check of his work history through other channels showed that he was far from a brilliant leader, and the recommendations he was given were deliberately false. Needless to say, the inept leader was nevertheless fired, and the partnership with the recommenders also ceased. After such stories, it is not at all surprising to hear that recommendations do not say anything about the candidate, and people with even excellent reputations turn out to be ineffective employees. Dismissing an employee, you need to be honest with him and with respect to his future employer.

An interesting case of the systematic organization of layoffs can be cited from the practice of one large Russian trading company. During the crises of 2008 and 2014, this company was forced to massively reduce its employees, but the company tried to do everything to make layoffs as painless as possible for people. The company was purposefully engaged in the fact that it employed laid-off workers, and not only top management, but also ordinary employees. All layoffs were carried out in accordance with the plan.

First of all, a detailed analysis was carried out for each of the candidates for dismissal. Everything that was known about the person and his life circumstances, plans was subjected to study, it was predicted how the dismissal would affect him. At this stage, the company was trying to understand whether it would create unsolvable problems for the employee, because of which he would go to conflict, lawsuit, and so on. For example, an aged person maintains a sick relative as a dependent. It will be extremely difficult for him to find a job in a short time. There is a high probability that he will refuse to quit himself, and even a reduction under the law with the payment of the required compensation may not suit him. At this stage, those for whom the dismissal would be painless were identified, and those who needed special attention, additional compensation and assistance, that is, a risk group.

At the second stage, the company prepared a separate action plan for each of the dismissed employees, taking into account additional measures for the risk group. Someone can be fired without any problems in the general order, someone needs to be given more time to look for a job, pay a bonus, make a recommendation as an intelligent employee and send it to the company's partners, and so on. The company not only took all these actions, but did it in such a way that the employee knew about them. In addition, the company also had a plan B in case a person falls into a conflict state, prepares to file a lawsuit, incites others to a class action lawsuit or strike, tries to steal commercial information, and so on. All possible options had to be worked out together with lawyers. Although such concern for employees looks almost fantastic, this is still not about charity, but about stingy commercial calculation and risk planning.

At the third stage, employees were informed about the current situation. Here it was important to choose the right words and create the right atmosphere.

It is dangerous to voice bad news to a large group of people at once, since in a team people feel more confident and especially dissatisfied, it is easy to incite everyone else to do something. The ideal option is always to talk with each employee individually, especially with those who can create additional difficulties for the company. It often happens that it is impossible to talk with everyone alone (the reason may be, for example, too tight deadlines and a very large team), then the conversation can begin as a group one. Before the whole meeting, a message is announced that certain events are taking place in the company, and then a separate conversation is held with each of the meeting participants, during which special attention is paid to problem employees.

A typical message, which is voiced in front of the whole team, can be built according to the following scenario. First, it is necessary to describe the difficult situation in which the company found itself due to the crisis (management errors, difficult market situation, and so on), while not particularly hiding the reasons, but not too detailed, especially if the cause was management errors (incorrect planning, erroneous strategy, etc.). The main idea is that you admit to a difficult situation, but immediately proceed to the fact that you have a plan for further actions for each employee and this plan is such and such. At this stage, it is important not to allow people to delve too deeply into the search for culprits and options for how the current situation could have been avoided. It will be a very helpful and powerful move for someone from the leadership to apologize to the meeting for the fact that the actions of the leadership either led to this situation or did not allow it to be avoided. This is especially accepted in the culture of Japan. For example, the head of the world's largest corporation may personally bow at a team meeting to those who should be fired, taking responsibility for the fact that the situation has developed in this way. But this does not affect the fact that people should leave the company.

The task of the employer is to mitigate the dismissal of the employee as much as possible.

The first part of the conversation is to prepare people for the fact that they will soon hear the bad news. You can use, for example, such phrases and phrases as “we all know that now there is a global crisis”, “our plans did not materialize” and “a decision was made at the last meeting ... unfortunately, we are not able to change this decision.” In the second part of the conversation, you need to give people the message that what happened is not their fault, but only reflects business realities, and also encourage everyone to think together about what to do next. It is appropriate here to let people know that the company is ready to provide them with emotional and moral support so that the dismissal goes as harmlessly as possible for them. The company can extend the time to look for a job, pay compensation, help draft legal documents to obtain a deferment on the payment of consumer and mortgage loans. In this part, you need to competently present to people everything that you can do for them. For example, a visiting or in-house psychologist can talk to employees who need to relieve stress, the company's HR service can help employees reconsider their career plans, write an effective resume and find a new job, a lawyer will advise on all issues that arise during the dismissal process, tell you how to receive unemployment benefits, help to process documents for obtaining a deferment on loans or for obtaining a loan for developing a new business. The third part is an individual conversation with each of the employees. Based on an understanding of what a person’s situation is, one can also understand how best to present him with information about the dismissal. It is necessary to choose such words so that a person understands that he is not thrown out into the street as unnecessary. It is important to convey to the employee that his dismissal is an inevitable thing caused by the current economic situation, which neither you nor he can influence. It is also important that the person understands that the company will try to do everything possible so that he gets back on his feet as soon as possible. A conversation with the dismissed person about his plans for life will help you find the right words. One of the options, for example, may be such that a person has long wanted to start a business and actively thought about it, but could not decide to leave the job.

When firing a subordinate, you must remember that your main strategy is to remove him from the scenario of emotional reactions to the scenario of constructive use of the situation. In other words, instead of emotions, resentment, and feelings that he is bad, he was deceived and thrown, to bring a person to a rational level and force him to concentrate on what opportunities he now has, what can be obtained from the current situation. The perception of dismissal as a low assessment of work, failure to achieve goals, sudden loss of money is fundamentally different from the perception of the same event as a new stage in life that will allow you to achieve and achieve something, as an opportunity to get more than will be lost. Therefore, all preparatory actions (analysis, assistance in the search, and so on) consist in showing that life has not ended. This is ideally formulated by American HR specialists when they jokingly say: “Our company will no longer serve as a barrier to your growth and development.”

Video: how to fire employees the right way

Legal notice of dismissal

The Labor Code does not contain specific requirements for the format of the resignation letter, which means that it can be drawn up in any form. However, there are a number of points that are still recommended to be taken into account when compiling this document in order to avoid disagreements in interpretation and other difficulties. First of all, the application for resignation must be written by the citizen leaving the company with his own hand and by hand. The application must indicate his name, surname, patronymic, as well as the position held in the company. This document is addressed to the person in the company who has the authority to decide on dismissal (for example, to the name of the general director as a representative of the owner of the company). Particular attention should be paid to the correct indication of the date of dismissal. Experts recommend avoiding the preposition "with" in this case. In other words, instead of the phrase “please fire me from August 5, 2018,” it is recommended to write “please fire me on August 5, 2018.”

The application must clearly indicate the date of dismissal.

When drawing up an application, it is necessary to take into account the fact that, according to labor law, dismissal is necessarily preceded by mandatory work, the duration of which may vary for various reasons. The most common is working out lasting fourteen days. As a rule, it is this working out that accompanies the dismissal of one's own free will. However, some categories of citizens may exercise the right to reduce the period of working off to three days, or to avoid this duty altogether. Working off includes weekends and holidays, days spent on vacation and on sick leave.

The practice of the author of this material shows that a resigning employee should not be particularly worried about how to write a letter of resignation correctly. The implementation of the dismissal process is within the competence of the personnel department of the enterprise, and, in most cases, the employees of this service are directly interested in completing all the necessary formalities in a timely manner and in accordance with the letter of the law. For this reason, personnel officers will enthusiastically and willingly offer their assistance to an employee leaving the company, provide him with the necessary template by which to draw up a letter of resignation, and also give other comments both on the preparation of the application and on the entire procedure as a whole.

Video: form and registration of a letter of resignation

The procedure for dismissal of an employee

The general scheme by which the dismissal of an employee is carried out is quite simple. In the case when an employee leaves of his own free will, he must notify the employer in advance (fourteen days in general) of his intention. The day after the notification of the employer, the countdown of working days begins, for which the employee must transfer cases and, if possible, complete his projects. On the last working day, a dismissal order is issued, and the employee receives a complete financial calculation, as well as a work book and other documents.

If we are talking about dismissal at the initiative of the employer, the obligation to promptly notify the resigning employee about the upcoming event falls on the shoulders of the employer. In the future, the course of action is similar to that adopted upon dismissal at the request of the employee. The differences are only in the timing of notification of the employee and in the execution of the relevant documents, for example, depending on the reason for dismissal, references to various paragraphs of the relevant laws will be made in the order and in the work book. The reason for dismissal will also determine the procedure for financial settlements with the dismissed person. In particular, if a company makes redundancies, the downsized employees must be notified at least two months before this event, and after the dismissal they must receive, among other things, as financial compensation, an additional two monthly salaries.

Video: legal grounds and procedures for terminating an employment contract

Can the employer refuse to dismiss at his own request and what to do if he does not accept the application

The norms of the current legislation prohibit the employer from keeping an employee in the workplace against his will, in other words, no employer has the right to refuse an employee who wishes to leave the company in this desire. However, in practice, one can often encounter a situation where the employer in one way or another tries to prevent the dismissal of his own free will. A variety of means are used, from friendly persuasion and proposals for an increase in salary and position to blackmail and threats to fire an employee under the article if he does not withdraw his application. For some, the opportunity to get better working conditions will be enough reason to stay, but you should not succumb to threats in any case. Firstly, it is impossible to dismiss an employee under the article if he had previously submitted an application of his own free will. Secondly, such behavior on the part of the employer may lead to litigation, from which, with a high degree of probability, the employee forced to remain in his old job will be the winner.

In order to protect yourself from the dishonesty of the employer and to prevent the "accidental" loss by the employer of the timely submitted application for resignation, it is recommended to register this application when submitting it. It is very easy to do this. It is enough to submit an application as an official incoming document through the office of the enterprise or through the company secretary. At the same time, it is necessary to take care in advance of the availability of a duplicate, on which the office worker must put down the date of receipt of the document, as well as its registration number and his signature. If for some reason the employee does not have the opportunity to complete the application in person, the law allows it to be sent using the postal service by registered mail with acknowledgment of delivery in person to the manager or by telegram. In such a situation, the date of delivery of the correspondence to the addressee will be considered the day of filing the application. After the application is received by the employer, the countdown of the prescribed number of working days begins, after which the employee has every right to appear for a financial calculation and work book, and then say goodbye to the organization. If the employer continues to persist in his unwillingness to give the employee freedom of action and in the future the matter still comes to lawsuits and proceedings, a duplicate of the application with the number and date of its registration in the office or a notice of delivery of a registered letter will become confirmation of the fact in court, that the employer was promptly notified by the employee of the desire to leave the company.

During the period of final work in a company that does not want to let an employee go, it is necessary to be as calm and careful as possible, not to succumb to provocations, to observe work discipline and the necessary paper formalities, without creating grounds for nit-picking and comments.

Video: does the director have the right to refuse dismissal

Being fired from a job is often a turning point in a person's life. Psychologists say that the stress of being fired is comparable to the stress of divorce. In this situation, the main thing is to maintain a positive perception of reality and be able to find new opportunities for one's development and growth in the current situation. An employer, like an employee, can also worry about the fairness of his decisions, but a good leader must be able to take responsibility for his actions, and layoffs are an integral part of running a business, so such a test should help him become better and stronger.

Posted On 12/28/2017

Most employees think about quitting once a day. That's the statistics. The reasons for the desire to quit can be different, ranging from mobbing (psychological pressure) and professional burnout. ending with dissatisfaction with wages and the impossibility of further career growth. In general, no matter what was the reason to change one company to another, the decision is made. The question arises - how to quit?

How to quit and make the process of dismissal as painless as possible for the nervous system and career? It's one thing to tell your boss that you are not happy with literally everything on this meta, declare that this is a bad organization and leave, defiantly slamming the door.

How to quit your job the right way

What is the best way to leave work without unpleasant consequences? Every organization has an unspoken rule about quitting a job. In some organizations, it is customary to give two weeks' notice before dismissal, as required by law. In others, it is required to notify the authorities two to three months in advance. It depends on the specifics of the organization.

For example, management needs to find a replacement for you. Plus, you should have time to train a beginner.

How to resign

You received an attractive job offer and firmly decided to quit your current job. It would seem that the matter is small: inform the boss about it, write a letter of resignation, get paid - and hello, new life! But for some reason, your legs always carry you past the manager’s office, you put off a difficult conversation, you feel awkward in front of your colleagues…

How to quit your job with the least losses for your career and nervous system? Before taking the plunge, check out Superjob.ru's recommendations.

This situation is familiar to many: a new employer is already preparing a workplace for you, and the current one is not yet aware that the launch of a new project and a corporate celebration will take place without your participation.

How to tell the director about the dismissal

You need to inform management of your decision as soon as possible. Firstly, this must be done because, according to the Labor Code, the employer has the right to issue you documents and issue a dismissal order within two weeks from the date of your application with a request to dismiss you of your own free will. Don't forget to put the date on it. when it is submitted.

Secondly, it will be much better and more honest if the director learns about your decision directly from you, and not from one of your colleagues, who, of course, will be aware.

Today, the labor market has a sufficient number of offers with different working conditions. But, even having chosen a job of their own free will and having worked on it for several months or even years,

In the future, something may not suit you. There can be many reasons, and you have every right to look for more favorable conditions. At work, a person spends 2/3 of his daily time (including night sleep), and he does not want to spend this time in an uncomfortable atmosphere.

So, having weighed all the minuses and pluses of your work, you nevertheless inclined to the conclusion that this “path” is not for you.

How to tell your boss about being fired

The classics write that telling the truth is easy and pleasant. But only not in the case when this truth can offend someone who trusts you. Telling your boss that you're fired is not an easy task if the decision you've made is driven by self-interest, particularly economic gain, rather than a growing conflict of interest.

So: serious changes in life await you, and they are associated with a tempting offer for a new job.

How to tell your boss you're fired

Dismissal is a normal practice in the career of any employee. However, for the employer it is always stress and material losses. How to part with the employer so as to maintain good relations with the former bosses and colleagues?

It is always pleasant and profitable to maintain a good relationship with a former employer. Uncultured dismissal can destroy all the time of hard and high-quality work, leaving the boss and colleagues with an unpleasant impression of themselves, which can spoil further career development.

“One way or another, each of us has to change jobs.

How to quit gracefully? Here are the recipes

Some employees have psychological difficulties when they want to quit. In particular, how to tell your boss about it. Here are some tips...

Make sure you are making the right move; don't do it out of anger or judgment in order to prove something to someone, or in the hope of convincing others how much they need you.

Well, if you decide, then bring it to the attention of the boss personally, unless you have absolutely no relationship with the boss.

If you decide to leave the office of your own free will, you must tell your immediate supervisor about this. Bosses don't like arrogance.

In the article, I will outline 5 smart phrases that you can use as a cheat sheet.

Please, sacredly remember that having quit, there is a huge chance to return to your previous job.

This is not me telling you, but our difficult time echoes.

Never write a resignation letter without informing your boss. This is an unforgivable mistake.

Yes, you thought it over and decided to leave.

Another important rule! If possible, do not say where you are going and by whom.

Nikolai Anatolyevich, I have an urgent conversation with you. Due to family circumstances, I had to quit my job. I'm sorry, but it's hard for me to talk about this. It is possible that the problems will be solved within a few months.

(This is in case you do not hold out in a new place).

Marina Pavlovna, I'm sorry to let you down. My husband lost his job and I was offered a higher paying position. I had to agree. Here I wrote a statement of my own free will (if no one is around, and you are a woman, shed a tear).

Anton Sergeevich, I have a problem. My sister (do not slander your neighbor) is seriously ill, and there is no one to look after her.

How to tell your boss you're fired

Constantly asking for time off, you yourself understand - this is letting you down. I have no choice but to quit of my own free will, sitting on the neck of an enraged husband.

German Lvovich, it is not easy for me to tell you about this, but I am resigning. Understand correctly, two children, the wife does not work - she was laid off. From managers I go to managers, but only with a higher salary. We don't expect wage increases.

Roman Igorevich, I don't even know how to tell you. I do not have a report in my hands, but a statement initiated by the employee. Purely by chance, I found a job near my home, and the salary is one and a half times higher. I know that this is not mine, but the children are growing, the demands are increasing.

In all cases, you tell your boss about the forced dismissal, regretting that you have to go on about various kinds of circumstances.

It is not uncommon for management, fearing to lose a valuable employee, to knock you out for a more decent salary.

The material was prepared by me - Edwin Vostryakovsky.

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How to say about dismissal to the head of the phrase

How do you tell your boss you're fired?

How to tell the boss about the dismissal, because sooner or later each of us has to change jobs.

And then a series of questions is born: How to tell the boss about the dismissal in such a way as to maintain your reputation? How to avoid conflict during dismissal?

How do you present this information to your superiors?

A well-written letter of resignation is the first step to a new life. First you need to correctly draw up a letter of resignation.

How to Tell Your Boss I'm Quitting

If you are determined, then make a decision, and pulling rubber will only be worse for you; if you are tuned in, then make a decision, and pulling rubber will only be worse for you. We are mobile people and should not depend on our own feelings of guilt.

If there is an opportunity to change something, it is necessary to act and dot all the I. If you say it faster, you are better off.

Psychological rules for dismissal of an employee

How do I tell my boss that I want to quit?

I quit | How do I tell my boss that I want to quit?

0) I want to invite you to realize a few things: - Any worker is not the property and not a serf of his boss. Feeling guilty about leaving him is unnatural. - It is natural for any boss to have thoughts “they leave me because I am bad ?!”.

And it's good if it flashes!! If not.

how to tell the boss about the dismissal who quit, tell me, plz, HOW to do it (the psychological aspects are of interest - I have no idea how to tell the manager about this, what moment to choose and in general.

) wait until he runs into you, and say “And it’s all gone”, with him, roll up a statement and leave to start realizing for yourself that dismissal is normal. people always strive for the best, which means you have found, or believe that you will find, the best use for your abilities (this is in case you just change jobs).

What not to say when dismissing: 17 common mistakes

Business Insider publishes some advice on what not to say to your boss when you quit, from the authors of popular books on careers and marketing, Lynn Taylor and Dana Manshiali. The CPU provides an adapted translation of the article.

When a person plans to change jobs, he, as a rule, wants to tell the authorities everything as it is, and leave the annoying place, speaking out.

Getting fired: 5 common mistakes

When an employee has firmly decided to quit, he is bursting to tell everyone about it.

Of course, how not to gossip about such an event! But before you sell your secret, consider is it safe?

There are other reasons why it is better not to talk about your upcoming dismissal.

How to quit your job?

Perhaps your colleagues are not angels, and the boss is just a despot. Even in this case, do not rush to shout about the sore.

There are a lot of turns on the path of life, it remains possible to meet again with one of the former colleagues. And if you are sure that you will not need their help in a new job, you can always run into them in the same train compartment. If you are a valued employee, your employer may offer you a promotion or higher pay.

How do you tell your boss you're fired?

Regardless of the reasons that forced the employee to start looking for a new job, sooner or later you need to tell management about this, but how do you tell the boss “I'm quitting”?

Unfortunately, some people have problems at this stage.

Some employees are afraid to announce the transition to a new job.

How to leave

After two years of belt-tightening amid budget cuts, with employees having to work harder for less, IT professionals at all levels are gearing up for another leap forward.

Regardless of the reasons that forced the employee to start looking for a new job, sooner or later you need to tell management about this, but how do you tell the boss “I'm quitting”? Unfortunately, some people have problems at this stage.

Why does fear arise?

It can be difficult to tell the director about the dismissal. Despite the fact that a person encounters this problem more than once during his professional activity, each case is individual and requires emotional preparation. Hundreds of thousands of people have already quit their job more than once and found a job again, which means that there is nothing terrible in terminating the contract.

Some employees are afraid to announce the transition to a new job. There are several reasons for concern:

1. Fear of letting down the old team and the boss, if the experience of the employee and his professionalism (imaginary or real) suggest that his absence will significantly affect the work.
2. Fear of the boss as such. Perhaps the director is an impulsive person and is not shy in expressions, or vice versa, the employee is afraid to upset the boss and appreciates his location.
3. Fear of exclusion from the team, when colleagues, even before the official dismissal, stop communicating with the employee on professional or other topics.
4. Fear of conflicts, quarrels that may follow after voicing your decision.

In any case, it must be remembered that fear is a bad adviser, and if you approach the situation with a cool head, the conversation about the upcoming dismissal can go better and easier than originally planned. To cope with feelings, it is worth reminding yourself once again why the decision was made to leave your position before entering the manager’s office. Each person has the right to change the workplace and the type of professional activity.

Important! First of all, it is necessary to inform the boss about his dismissal, because if the rumors reach him before the employee himself informs him of the decision, this may put the employee in an unfavorable light.

How to have a conversation?

An employee decides to quit if there is a new job offer from another company, or if the job is so unsatisfactory that he does not agree to endure the current state of affairs and is ready to go “nowhere”. In the latter case, the likelihood of emotional and mental dissatisfaction with work, bosses, colleagues, earnings and all other components is much higher than in the first. Often, when a person cannot withstand pressure, he communicates his decision emotionally, loudly and completely incorrectly within the framework of business etiquette.

Once in a situation where an employee sees no other way out than dismissal, a conversation with superiors should be conducted diplomatically and professionally:

1. The conversation can become an impetus for the development of those moments that do not suit the employee. The conversation may lead to changes in the work of the enterprise in a positive direction, but for the employee himself this may no longer be important.
2. Leaving "nowhere", the employee will start looking for a new job, and there they can not only ask for recommendations from the previous place, but also call the specified phone number and ask questions of interest. So, spoil the relationship at the time of dismissal is not worth it.
3. If the reason for leaving is not in the bosses, and the relationship with the director has developed open and professional, he will be able to help with finding a new position or give good recommendations, send messages about vacancies in other companies.
4. Having openly and honestly told about the reasons that force them to leave the organization, the employee may receive an offer to continue working, but with a change in some conditions.

By law, an employee is obliged to report his desire to quit his job 2 weeks before the termination of the contract - this regulates. The countdown starts the next day after the director has received a written application. The very conversation about leaving the post may take place earlier.

Team leaving warning

How to tell your boss you're fired , if a group of people wants to quit at the same time, and not just one employee? As a rule, such situations are caused by the emergence of a conflict between employees and the boss. In this context, the decision to leave will be mutual and there will be no additional obstacles. It is important to understand that the conversation with the boss will be collective, and everyone will have the opportunity to express their point of view, which is emotionally easier, since the employee feels like a part of the team.

Advice! In no case should you switch to personal insults and behave unprofessionally, even if such a desire arises, and the atmosphere of the conversation upon dismissal will be conducive to this.

What can and cannot be said to the boss?

It is recommended that you be honest with your superiors by being open about your reasons for wanting to leave. If a new position has already been selected in another company, and a friendly relationship has developed with the manager, you can start a conversation with the phrase “Advise me, what should I do, I was offered a vacancy in company N”. It is worth voicing the conditions in the new place, talking about what moment at the proposed job worries you the most. A constructive dialogue will turn out, during which the boss will either offer new conditions for the previous position, or advise registration in a new company.

Some employees choose a different tactic: talking about the fact that they really do not want to quit, they report insurmountable circumstances that push them to take such a step. This may be a move to another city for family obligations, full-time study and other reasons. However, if there are no such circumstances, the lie may suddenly come to light, which will permanently ruin the relationship with the former employer and leave a stain on the employee's reputation.

When the working relationship is far from ideal, you can say about the dismissal in a written statement. He cannot refuse an employee and is obliged to issue an order within the period established by the Labor Code of the Russian Federation. The reasons for terminating the contract can not be voiced at all. If the boss refuses to accept the application, it can be passed through the office, whose employees will put the incoming number on the document. The person will be fired in 2 weeks and will receive full pay.

Talking about quitting is always stressful. And here you need to understand that if a person does not decide to leave the position, then he will automatically lose what he wants, whether it is a high position or a more attractive salary. If the fear of the upcoming conversation is very strong, you can practice in front of the mirror, saying "I want to quit, I'm not satisfied with the old job." While doubts prevail, the vacancy will already be filled, and it is important to inform the boss about leaving as soon as possible.

Labor activity is of great importance in people's lives, because it provides livelihood, conditions for professional development, satisfaction of ambitious plans. But every second person at least once in his life faced the question of changing jobs.

To avoid mistakes in this situation, pay attention to two useful tips.

1. Under even the most unfavorable conditions, try to leave without scandals and misunderstandings.
2. Find out in advance how to tell your boss about the dismissal.

The reasons for leaving the place of work arise due to various life circumstances, changed plans:

• moving to another city, microdistrict;
• creation and expansion of small business;
• intention to devote himself to the upbringing of children;
• transition to another organization with career advancement;
• professional burnout.

A person is prompted to change the enterprise by damaged relationships in the team or a conflict with the boss, when discomfort is experienced, a feeling of “uselessness” appears.

Be that as it may, do not make spontaneous decisions, under the influence of emotions, because finding a new job is not so easy. Carefully analyze the current situation, decide on the goals, weigh the pros and cons.

How to choose the time to talk

Once you've made your final decision, consider every nuance.

It is unethical to publicly announce your plans during a corporate event or meeting, attracting undue attention to yourself, and putting the administration in a dubious situation. Make sure that the conversation takes place in private. Ask for it yourself if necessary. The result of the conversation depends on many things: the time of the day, the general atmosphere, the current state of affairs at the enterprise.

Planning meetings are held on Monday, there is no time to pay personal attention. Friday is a short day. Psychologists suggest choosing the middle of the week for the meeting - Tuesday, Wednesday. Time - 11 o'clock in the morning, when most of the tasks have already been distributed to the team, or - in the afternoon. Already the first half of the working day has passed, the morning fuss has subsided, moreover, a well-fed person is always satisfied, more inclined to dialogue.

If the problem does not require an urgent solution (for example, your mother suddenly fell ill, you need constant supervision, etc.), you should not suddenly present the news as a plan for personal revenge, leaving behind a lot of unfinished projects. It is useful to be a diplomat, to be able to compromise, to give the boss enough time to find a new employee. Try to bring your most significant cases to an end, only then leave the company. Indeed, in the future, the help of a former employer may be useful to you.

You can come to the meeting with a ready-made statement, or write after talking with the boss. The application prescribes the reason (of one's own free will), indicates the date. You should be aware that, under the law, an employee may be required to work for 2 weeks, respectively, the date indicated in the application will be shifted by this period.

Be sure to prepare for the conversation, carefully consider how best to tell the boss about the dismissal.

If you are expected to move to another area, or long-term treatment, you need to say about your intention, explain the reason, express gratitude for the cooperation. Given the life circumstances, the boss will let the subordinate go without negative feelings.

When an employee leaves the company due to the lack of career advancement in a company that offers other favorable conditions, they talk about it correctly. For example, “I got the opportunity to develop, try something new, I decided not to give it up.”

It is worth making it clear that it is not about management or working conditions, but about your goals and aspirations. At the same time, the administrator, wanting to keep a valuable employee, can provide counterarguments, make certain concessions: offer a more promising position, increase salary. We must be prepared for such proposals, determine the conditions under which it makes sense to stay at the enterprise.

If, in spite of everything, the decision remains final for you, you must say it firmly, thank you for your cooperation. To voice or not the name of the institution, you must decide for yourself. In the absence of trust in the authorities, it is enough to say that without the official registration of admission documents, you would not like to name the organization yet.

It is a completely different matter when an employee has accumulated irritation, dissatisfaction, one conflict is replaced by another, claims appear, and health deteriorates. In this case, how to tell your immediate boss about the dismissal?

Of course, the desire to speak in the end is quite understandable. But to do so is to deliberately harm oneself. Scandals do not decorate anyone. Colleagues will remember for a long time how a person left the institution, so it is in everyone's best interest to leave.

They may call to the previous place to get a reference when considering a candidate for a vacancy. As a result, the expected professional circle will turn out to be narrow, it will not be possible to get lost. It is always difficult to even guess who is familiar with whom outside of professional activities.

Directors tend to have diverse connections. This is especially true for small towns. To maintain your reputation, even in the most difficult situation, try to comply with ethical standards.

Here are the top tips the experts recommend:

1. Refrain from exploding negative emotions. Speak calmly and politely. It doesn't lead to anything positive. As a rule, in the future, people regret what they said when they applied. Be sure to note the experience gained, the acquired skills, positive moments.
2. Do not give a negative assessment of the institution. Just say that the acquired skills and practical experience were more in demand elsewhere. And your criticism of the enterprise, even constructive, will be perceived as treason.
3. Inappropriate insults to the boss, the accusation of lack of management skills. The quality of management is a complex concept, it depends not only on the director, but also on subordinates. This topic should not be brought up at all during the conversation.
4. It is necessary to speak on your own behalf, and not on behalf of the working collective. Do not use phrases: “No one likes working here”, “Many are unhappy”, etc. If your comrades are of this opinion, they will figure it out on their own.
5. Don't compare yourself to other co-workers regarding career advancement. Discussion of colleagues, resentment towards them is not a subject of conversation when deciding to leave the institution. This indicates low self-esteem. The career of an individual is in no way connected with the success of his comrades. A person who complains looks like a pathetic and weak person, prone to gossip. It's only right to talk about yourself.
6. It is unconstructive to say that the work was boring, the tasks were provided in a small amount. Complaining about the lack of encouragement for efforts also does not make sense. In the eyes of the administrator, a person will immediately receive the label "lack of initiative." In addition, the workforce has always valued professionalism in everything, regardless of the position held.
7. There is no need to praise the future place of work, the opportunities it provides. Without five minutes, the former boss is not interested in listening to this. Yes, and the empty boasts of an employee who is not yet working at a new place look frivolous, frivolous.
8. It is unwise to give advice to former colleagues during such a conversation, especially when no one asks them. You should also not declare readiness to listen to counter-proposals or claims.

These are the most meaningless and unpromising topics in this situation, the implementation of which can only lead to conflict.

When leaving an institution, it is important to use words that will not leave colleagues, and you yourself, with an unpleasant aftertaste. It is appropriate to express gratitude for the provided opportunities and training. But sometimes the situation can be so tense that you don’t want to list the positive aspects of the activity. Then it will be enough to say the standard phrase “Thank you for your cooperation!”

Using the advice of psychologists on how to correctly and competently tell your boss about your dismissal will allow you to keep your head held high and avoid a train of unnecessary gossip and scandals. Thanks to this, the so-called farewell period with the company will be less painful.

The last weeks in the institution do not show indifference to business. Continue to fulfill your duties, show responsibility, professionalism, communicate with colleagues in a neutral, friendly manner. Others should not have the impression that the employee is counting the remaining hours.

It is not nice to brag about your new responsibilities, to lure others with an offer to leave together, to speak insultingly about your employer and comrades.

The activities for the organization and implementation of which the departing specialist is responsible for must be completed. If this is not possible in time, help someone who will deal with them further to understand them, leave all the necessary contacts of partners. Maintain documentation as required without allowing yourself to relax.

Compile reports with high quality, without errors, perform tasks as planned. It is necessary to follow the Labor Regulations: arrive and leave on time, do not violate labor discipline, remember that the last fourteen days are paid in the same way as the previous weeks. No matter how great the desire to hide important data, useful contacts, delete files with successful projects, do not do this. After all, in order for the environment to truly regret parting with the employee, they act in the exact opposite way.

Maintaining a good relationship with the boss is strategically beneficial. You're interested in getting a positive recommendation, not a negative review! And what you get as a result depends on your actions and behavior.

Your final day in the company should be spent in such a way that pleasant memories remain. Depending on the traditions and rules adopted in the team, the option of farewell to colleagues is selected:

• an invitation to a lunch break for a tea table with a cake;
• joint visit to the cafe in the evening;
• sending an e-mail to colleagues with words of gratitude or bypassing the departments of the company with the wishes of further success.

So one of the stages in life will be marked. If leaving occurs as a result of a conflict, then following the rules of etiquette, politely say goodbye, wish everyone good luck.

The final touch is putting things in order on the desktop, structuring folders with documents on the computer, on paper to help the remaining people.

Please note that the grooming process does not always go smoothly. The boss himself can behave unethically, speak disparagingly about the "traitor", chastise in front of colleagues, load tasks with various volumes, demanding their immediate completion.

How to react to it? First, don't be afraid of anything. Secondly, remember that the "pressure" will last only two weeks. Thirdly, do not succumb to provocations. Fourth, do not give a reason for comments. Under extremely unfavorable conditions, a sick leave will help out. Two weeks of work during the illness of a specialist will be counted.

There is always the possibility that after talking with the administrator, a person will have to leave immediately. It all depends on the personal qualities of the boss. Some take the announcement of their departure calmly. Others are aggressive. It is believed that the presence of such personnel in the organization threatens its intellectual property and security. Especially when accurate information appears in the transition to a competing company.

If there are assumptions about such a reaction, it makes sense for the employee to delete all personal correspondence and information from his computer before talking with management.

Feelings and emotions after dismissal

After writing the application, the psychological state of a person changes dramatically. A whole range of feelings is experienced: euphoria, sadness, joy, resentment, anger. This may continue for a certain period and is quite understandable. The loss or change of job, according to psychologists, is on a par with events such as the death of a loved one or divorce.

The emotional attachment to the place turns out to be much stronger than it seemed. There remain colleagues with whom friendly relationships have been established, production difficulties have been overcome. A lot of interesting and new things were experienced here. In the end, a piece of life has passed in this company, you cannot erase this from the biography.

But do not regret what you will not return. If leaving the organization was associated with mistakes, misbehavior, this becomes a lesson for the future. In any case, a person now faces new tasks and plans. He is given a chance for further development, growth. And in some cases - to start a professional path anew, changing the field of activity and specialty.

At the same time, the door for someone who left the company competently may remain ajar. There is always the possibility of a return while maintaining relations with the former administration and the team. In addition, those around you will forever remember the feeling of self-esteem, resigning during the farewell period. And the process of leaving characterizes a person in the same way as the experience of cooperation. The two named stages equally turn into one positive factor influencing business qualities and career.

Instruction

First of all, you need to prepare and think over a strategy of behavior. It is important to remember here that even if you were categorically not satisfied with anything in this workplace, with your indignation and attempt to finally express your attitude towards the situation to the management, you will only spoil your own employment prospects and make money in the industry where you work. Therefore, consider all the nuances, think over the sequence of moves. Is there any need for verbal communication at all? In some cases, it is enough to simply submit an application for layoffs through the secretary, this will be considered a message to the management.

Write a letter of resignation that will allow you to leave on the most favorable terms for you. Here, exemption from the prescribed working off or the “vacation followed” scheme can be taken into account. You can transfer the prepared application by first registering it as an incoming document with the secretary. Thus, without applying personally, you can be sure that your application will be considered and a decision on it will be made in accordance with the current legislation of the Russian Federation.

In the event that you cannot avoid talking with your superiors, you should proceed from the current situation and the specific relationship with the leader.
If you have a great working relationship, but you "let down" the director with your dismissal, find convincing arguments in favor of your dismissal (for example, a possible continuation of cooperation) and ask him to write a letter of recommendation for you or a positive reference for a future employer.
And even if you consider your director to be a boor and a petty tyrant, you will have to try to report your layoffs in the most non-confrontational way. Leave your pride and prepare arguments in favor of your voluntary dismissal without resentment and without demanding. In the end, remember that burning bridges is simply not profitable for you. A future employer may well apply for your current director. And besides, you haven't quit yet, and your boss could ruin your future career. And he has every opportunity, if not for this, then at least to delay the dismissal in order to ruffle your nerves.

Having prepared in this way and having thought over the strategy of your dismissal, you can safely take the application in hand and go to director. It is best to ask him to sign your application immediately after the conversation in your presence. So you can immediately transfer it to the appropriate services to speed up the processing of all formalities with the dismissal.