I QUIT! How to leave a job gracefully

By Nicola Greenbrook • January 23, 2019

I’ve made up my mind... where do I start?


Always finalise the details with your new employer before taking action with your current one. Get the offer in writing and carefully review the contract, be clear on the package offered and if you want to negotiate terms, do so before accepting. Once that’s clear, it’s time to, gulp, resign. 


Consider giving your manager a heads up in advance - and prior to your formal resignation. A good manager will know your long term plans and have actively supported them - but it might still come as a shock if you hit them with a letter out of the blue. As Alex Dawson, Director of Technique Training and Development notes, "If you’ve got the kind of line manager who is invested in your career, knows where you want to get to, gives you the support and challenge you need to get there AND makes sure the organisation gets what it needs from you, then leaving feels likes a very natural step".


When you’re ready, ask your manager for a private meeting and always ensure they’re the first to know. Hold this face to face if you work in the same location, or consider an initial call / Skype if you don’t. Only send an email if there are unusual or unavoidable circumstances. 


Keep your resignation letter brief but professional with a warm tone, but don’t over do it. A separate card for your manager is a good way to express your gratitude and appreciation. 


Inevitably, it’ll be daunting but it’ll be over before you know it. In a previous role, I’d emailed my manager to ask for a catch up (to resign) and we booked it in for later that morning. I’d just printed off the maternity policy for another meeting and as she handed it to me off of the printer, she shot me a expectant look and a grin. It was NOT AWKWARD AT ALL when I had to deliver my actual news. 

​Departure - Final call


Some further suggestions on executing a graceful departure are below:


​►​ Plan your exit story and tell the same narrative to all. Keep it positive so you don’t burn any bridges. 

â–º If an exit interview is not on offer, suggest one - the company will benefit from feedback on your time there. Be constructive and genuine, stick to facts and suggest ideas for improvement based on personal experience if you can. Polite and positive critique keeps everyone’s dignity intact.


â–º Deliver an excellent handover - verbal and written if you can manage it. Add to it daily, rather than scribbling a panicked, fragmentary list on the last day. Be thorough and review your task lists, diary and projects to avoid any nasty surprises when you’re gone.


â–º Build your networks in your final month by arranging lunches and attending internal events (balanced with getting your head down and delivering an excellent handover of course!). This creates some lovely memories, but it’s likely your paths will cross again - potential mentor, future hire/hirer or business partner - so make strong connections now.


â–º Take your personal items home gradually during your notice period, rather than necessitating the hire of a removal van for your shoes, personal memorabilia and plants on your final day or leaving your colleagues to arrange a courier.


​You’ve approached your manager in the right way with a professional letter, your desk is spotless and you’ve totally aced your handover. You’re leaving with great memories and even better connections, with the backing of your manager and colleagues behind you as you go forth into the unknown. You did it! As Liz Carroll, Chief Executive of The Haemophilia Society wisely says "it's not about how you leave, but how you are throughout your time. Be fair, supportive and honest and it will be positive in leaving". 


Congratulate yourself on a job well done and take a breather before your exciting new challenge begins. It’s going to be great!


Nicola Greenbrook - HR Specialist & Freelance Writer 


Contact Nicola

< Older Post

Newer Post >

Contact Us

SHARE THIS

Latest Posts

People holding scorecards labeled 9, 8, 9, representing competencies: Decision Making, Problem Solving, and Strategic Thinking.

How to handle competency-based interviews – part 1

By Jenny Hills • January 30, 2026
Competency-based questions are all about your experience and whether they’re the main focus of your interview or not, it’s worth knowing how to answer them. Director Jenny Hills of our Executive Search practice offers expert insight and advice in the first of a two-part guide.
People holding cards labeled 9, 10, and 3, representing

How to handle competency-based interviews – part 2

By Jenny Hills • January 30, 2026
In part two of our guide, Jenny Hills looks at what to say when you don't have the competency in question, and how to bring out your personality, values and vision for the future, even if the questions focus firmly on your past...
Harris Hill Salary Survey 2025. Graphic with words CEO, directors, trustees, chief executives, and senior leadership team.

2025 Salary Survey: Charity CEO salaries and executive trends

By David Young • September 12, 2025
How much do charity CEOs get paid? The short answer is that although charity leaders tend to earn considerably less than their commercial counterparts, pay still varies enormously, depending on factors like the size and complexity of the charity's operations, its annual income, and the scale of the challenge facing the incoming CEO.