Getting A New Job

Posted on November 29, 2012 by TNS Consulting Team (via Scott Spayd)

Suppose you have decided that it is time to move on from a current position to a new one. There are countless reasons for this, from finding a better opportunity for advancement, better pay, more convenient work location, to avoiding bad qualities of the old job like a bad supervisor, or a culture that doesn’t fit your values, and the list goes on. Despite the reason, when you choose to end your current employment you are deciding to begin employment elsewhere.

Typically, a 2 week notice period is most common for giving an advanced resignation notice, but is this really the best way to communicate to your employer that you are leaving? The answer, as in most areas of Industrial/Organizational Psychology issues, is: it depends. It is dependent on the amount of time needed to fill your position, how many people report to your position title, and what kind of relationship you hope to maintain after you leave.

First, check your current employee handbook. Your company probably has a policy that states the amount of notice they would like to receive before termination of employment depending on how long it typically takes to fill the position. For many upper-level jobs, two weeks may not be nearly enough to time to conduct a full recruiting plan and to effectively review candidates’ qualifications.

You may also consider providing your current employer more notice as an additional courtesy. If you hope to maintain a connection with your supervisors and the organization as a whole, this is probably a wise idea. Not only will you be ensuring that you receive positive references from them in the future, but you never know when the networks you’ve built at your current job will prove useful for your career in the future.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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