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Ask if they were doing the job they were hired to do, or something dramatically different. Ask about the culture from their standpoint. But there are some to-dos, says Ronzio: “take the opportunity to get as much feedback as possible.
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When someone gives notice, it’s usually too late to change their mind.
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Says Chris Ronzio, CEO and founder of Trainual, which helps businesses onboard and train employees: “The big question to ask is ‘What could we have done to keep you?’” If someone is leaving with no Plan B, this is a reckoning for you and requires some reflection. MANAGER: You will be judged by how you react. This is also not a time to throw grenades over how dysfunctional everything is. Stick to an order of informing various affected parties (read on for a communications plan). Some do’s and don’ts: Don’t quit over email. “There’s a lot of discourse about what you ‘owe’ your employer (or what you don’t ‘owe’ them), but the reality is that your reputation will always impact your career.” “The impression you leave when quitting your job is just as important as the one you make when you accept an offer,” says Lupe Colangelo, partnerships manager at General Assembly, which trains workers in coding and other skills. EMPLOYEE: You will be judged by how you quit.