resigning

How to prepare for an exit interview

Naren Sankar — Wed, 04 Oct 2023 13:50:22 +0000

How to prepare for an exit interview Naren Sankar

Reasons for leaving a job can encompass multiple factors and reasons: the company culture, changes to management or structure, changes to your role’s responsibilities and workload, team morale, reward and recognition, a complete career change, relocation, new position, better work/life balance – and everything in between.

Whatever the case may be, most companies that constantly work to improve their employee retention numbers will often host structured exit interviews for all employees who depart.

So what should you expect if you’ve put in your resignation letter and asked to attend an exit interview? How should you prepare and is there anything you absolutely should avoid mentioning? What type of exit interview questions will they ask? Here are top tips for how to prepare and conduct yourself in an exit interview to ensure the process benefits both you and your – soon to be ex – employer.

What is an exit interview?

An exit interview is a meeting between an employee who has resigned from their job and a representative from the company – usually a member of the Human Resources team will conduct exit interviews.

Exit interviews usually take place towards the end of an employee’s notice period, such as on their last day of employment. Most companies conduct exit interviews as standard practice to gain valuable insight.

From the company’s perspective, an exit interview is a chance to collect feedback and gain insight into the departing employees experience – both positive and negative. It often provides real and tangible examples of where the business is performing well and where improvement is needed, particularly if it is directly impacting staff turnover.

For employees, most exit interviews are an opportunity to raise relevant issues and concerns from their time working with the business, and expand on their reasons for leaving if they feel comfortable doing so. It’s also an occasion to share any positive moments, as many employees leave on good terms and have personal reasons for leaving, like for a new job or a more suitable work environment.

Common exit interview questions include

When conducting the exit interview process, it is common to ask a series of specific open ended questions to gain valuable insights from the departing employee. Here are some common exit interview questions:

Why did you decide to leave this job?
How would you describe the relationships with your (1) direct team and colleagues, (2) management and (3) the company overall?
Do you feel you were adequately trained and supported to effectively the duties of your role?
Do you feel that your current position responsibilities matched those of your job description?
What have been your favourite aspects of the role/company?
What areas of this company do you think can be improved?
Is there anything you would change about this job?
How can the company improve development opportunities or benefits?
Are there any company policies or procedures that you feel can be improved?
How would you describe the working conditions?

You might find it helpful to be prepared with answers to these common interview questions, along with constructive feedback.

Remember the purpose is improvement

Even if you’re leaving your company on bad terms, it pays to leave on a positive note and remember the purpose of the exit interview Q&A, discussion and information gained is to help improve the business and its operations, improve retention rates, reduce turnover and refine onboarding processes for new employees.

For example, you might be asked to talk about your relationship with your manager. If it was a poor relationship, you can say so but come prepared with answers and ways this could have been improved, such as better communication, more transparency, or more training and development.

Rather than use this interview as a time to complain, criticise or go on the attack, use it as an opportunity to point out flaws that could be improved but always make practical suggestions so that the company can actually understand what would have produced a more successful outcome.

For example, if you provide feedback and mention that yourself and your team or department did not get along with a certain manager, the business may already have knowledge about this issue and have tried to make changes.

Specifying that you felt that better project management experience and clear planning was lacking from the manager and therefore caused poor communication for example, the business can pinpoint the exact trouble spots from your answer and address it from there.

Why companies conduct exit interviews

Exit interviews serve as a crucial tool for companies to gain valuable insights into the reasons behind an employee's departure and to gather feedback on their experiences within the company. By conducting exit interviews, companies aim to identify patterns, trends, and potential areas of improvement in their policies, procedures, work environment, or management practices.

These interviews also provide an opportunity to assess employee satisfaction, gather suggestions for enhancing retention, and identify any issues that may be affecting overall employee morale. The exit interview data will be kept private. Ultimately, conducting exit interviews enables companies to make informed decisions and implement necessary changes to foster a positive work culture, enhance employee engagement, and reduce turnover in the long run.

Come prepared with positive honest feedback

Every job has its pros and cons, and an exit interview is a good time to point out all the positives of your role and constructive feedback to demonstrate your appreciation and genuine enjoyment for your job.

Whether it’s the autonomy, challenging tasks, your team and manager, networking and travel opportunities, company lunches, the great location, or excellent benefits package, it’s good to make note of these areas to ensure they continue for current employees and future employees. Offer suggestions or practical ideas if it feels appropriate to do so. It shows your interviewer you’re capable of seeing the attractive parts of the job, especially if you need to raise complaints or other valuable feedback.

Furthermore, weaving your appreciation and positive feedback into the exit interview means you leave on good terms – you never know if you’ll come back to work for the same company in years to come, or if the HR manager ends up as the hiring manager (maybe even your boss) for a future role.

Share any concerns but maintain a professional demeanour

Although an exit interview is your chance to provide feedback, professionalism is key to maintaining a good relationship with your soon-to-be former employer. In order to mention your concerns are professionally and calmly as possible, write down a list, review it and take it with you to the exit interview in order to stay on track.

It’s best not to throw certain people under the bus, as it never reflects well on the person who is complaining, since it sounds more like a personal issue rather than a company-wide one. Of course, more honest feedback is not always the best approach. For example, if you had a specific problem with a colleague in another team, you can make a more general statement about how you found that team to be highly negative or gossipy or that you never felt supported (or whatever the issue was).

Stay calm and clearly state your honest reasons for leaving and provide examples from your own experience if relevant. Be mindful of your body language by sitting up straight with your arms relaxed by your sides. But do so by focusing on company-level issues rather than personal dramas or lack of job satisfaction.

Bring your exit interview checklist

It’s likely your employer will have an interview exit checklist they need to cover with employees but there’s no reason you can’t bring one, too.

This will be highly useful if you know you have a number of main points to cover but are worried that you might forget to mention one, or that it might come across poorly if worded the wrong way.

Formulating your own checklist can help you prepare, stay focused and ensure you speak with confidence and make your point without causing offense if you were to mention it off the cuff. Preparing your own exit interview template will be valuable for any future exit interview process you may be involved in.

Don’t burn bridges in exit interviews

Even if you know you’ll never return to the same company, maintaining a good relationship with the company and former colleagues may open you up to future job opportunities or new positions elsewhere. It also ensures you’re likely to receive a great reference. Plus you could easily end up working with one or two of your old colleagues in a future job, who remember you in a positive light.

Throughout the entire exit interview procedure, it’s important to be honest about your departure from your workplace while staying professional, positive and purposeful. Exit interviews can provide valuable feedback and insights. Current and new employees may even benefit from your honest feedback, improving retention rates for the company.

Exit interviews involve conducting interviews with departing employees to gain insights into their reasons for leaving the company and gather feedback on their experiences within the company. It typically consists of a series of structured questions that aim to uncover patterns, identify areas for improvement, gain insight and assess overall employee satisfaction. By actively listening to employees' feedback and suggestions, companies can gain valuable insights to enhance retention strategies, improve policies and procedures, and foster a positive work culture.

The exit interview process serves as a valuable tool for companies to make informed decisions and implement necessary changes to optimise employee engagement. Being prepared with answers to the common interview questions, along with constructive feedback, will make the process more manageable for you and the company.

Ready to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page.

Start your job search

Michael Page

Join over 60,000 readers!

Receive free advice to help give you a competitive edge in your career.

Topics

How to gracefully resign from your job

Anonymous — Thu, 21 Sep 2023 12:54:10 +0000

How to gracefully resign from your job Anonymous (not verified)

Resigning from your job on good terms takes preparation, tact and professionalism. Using the correct etiquette when you resign can strengthen your reputation as a trustworthy and considerate professional, helping to position you strongly for your next move.

Prepare yourself

Before announcing your intention to resign, make sure your decision is firm and final. Be sure that a new move is right for you at this point in your career and that it really is the best decision to leave.

Related: Making a career change

Make sure you are absolutely sure of why it is that you’ve decided to resign. Being clear on your reasons for quitting will help you to leave confidently and help you to avoid being drawn into a counter-offer – if you really don’t want to stay.

Once you have decided to leave, check your notice period and rehearse your explanation beforehand. This will help you present it more comfortably and anticipate potential questions.

If you have found a new job, be sure to sign the work contract for the new job offer before you announce your resignation to your direct supervisor or HR department.

Legal obligations or contract clauses to be aware of before resigning from your job

Before you quit a job, reviewing your employment contract for specific legal obligations or clauses that may affect your departure is essential. Here are some important elements to consider:

Notice period
Determine how much notice you’re required to give before you resign from your job. Refer to your employment contract to determine how much notice you must provide, for example, two weeks’ notice. Failure to comply may result in penalties.
Non-compete clauses
Some contracts include a non-compete clause restricting you from working for competitors for a certain period after leaving.
Intellectual property
Make sure you understand what constitutes company intellectual property and what you can or cannot take with you.
Confidentiality agreements
Know the scope of confidentiality agreements, as these often extend beyond your employment period.
Severance packages
Check if you are entitled to severance pay or employee benefits upon leaving.
Return of company property
Ensure you know your responsibilities for returning company equipment or materials.
Employee handbook
Sometimes, additional policies regarding resignation may be mentioned in an employee handbook rather than the contract.
Restrictions on future employment
Some clauses may limit your employment options in the same industry.
Penalties for breach
Understand the consequences of breaching any part of your contract, including financial penalties or legal action.
Dispute resolution
Familiarise yourself with the prescribed mechanisms for resolving any disputes related to your resignation.

Meet with your manager face-to-face

Once you have fulfilled your legal obligations, the next step is to resign. It is most ideal to resign in person. Choose a convenient time to meet with your manager before notifying your colleagues. (Naturally, if you work remotely, you would have to send an email message to your supervisor.)

During the meeting, briefly explain your reasons in a courteous and professional manner, and express your willingness to finish current projects in your remaining time. Make a follow-up appointment to hand over your resignation letter and discuss transition plans. Give adequate notice.

Stay positive and be as cooperative as possible. The decision may come as a surprise to your manager, who may feel hurt by the decision. Your manager may want to go into details about your resignation but try to avoid getting into lengthy discussions.

Instead, talk about how the company has benefited you. There isn’t a great deal to be gained by being negative or pointing out all the reasons you’re unhappy about if you’ve resolved to leave. Be calm and prepared for what may be an awkward conversation.

Also, be prepared to leave immediately, as your employer may decide not to make you work through your resignation period. Back up any documents or projects that belong to you, as your employer may cut off access following the meeting.

Are you in a toxic work environment?

If you are in a toxic work environment and may be bullied into staying, then meeting your supervisor face-to-face may not be ideal. You should consider sending an email message to your manager and adding your HR department to the carbon copy (CC).

Having HR in the loop provides an official record of your resignation letter. It also ensures that there is a third-party witness to the communication, which may motivate your manager to respond appropriately. In extreme cases, having a documented trail can be beneficial if legal actions become necessary.

Handing in your resignation letter

Submit a short, polite, professional resignation letter confirming your intention to leave after your meeting. As it’s a formal letter, refer to the date and time of your discussion with your manager, the role you are resigning from, and the date of your last day.

You may want to add a sentence re-stating your reasons. If relevant, highlight what you learned in the role and how much you enjoyed working there. Retaining good relations with your manager is important, as employers will often conduct background checks, including references.

End your resignation letter on a positive note – either a thank you for the opportunities you enjoyed or best wishes for the company’s future.

Tie up loose ends

The impression you leave behind when you resign can strongly influence the kind of reference you receive in the future. Try to resolve as much outstanding work as possible in your notice period, and ensure that your employer knows you’ve been as cooperative as possible.

Be willing to train a successor, delegate important tasks to relevant colleagues, or write a detailed handover document for a smooth transition. Let your contacts and clients know you are leaving and advise them who to contact after your resignation. Demonstrate your commitment to the company in your current job until your departure.

Leave a positive last impression

It is important not to burn bridges when you resign and risk undoing your good work. Let your team know you’re leaving; however, make the resignation formal before talking to them.

You can keep supervisors and colleagues in your network of professional contacts or require a reference from your employer later on. Don’t boast about your new position, as this can cause resentment with colleagues or your employer.

You may also end up working for or with the same people sometime in the future. Ensure your reputation and relationship with the employer remains positive by leaving with grace and professionalism.

Don’t speak negatively about your employer to your colleagues, the hiring manager, or other people within the industry in your exit interview or on social media. This information can quickly be passed on, damaging relations with your previous and future employer.

Although sometimes we’d prefer to leave our current position as soon as we’ve delivered the formal resignation letter and start our next job immediately, notice periods are an opportunity to exemplify a professional approach.

It’s in our best interest to give our current employer the professional courtesy of remaining a dedicated employee until our notice period ends while preserving professional relationships for future opportunities.

Ready to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page.

Start your job search

Michael Page

resigning

Join over 60,000 readers!

Receive free advice to help give you a competitive edge in your career.

Topics

You vs your colleagues: How to handle internal promotions

Naren Sankar — Mon, 07 Aug 2023 16:16:13 +0000

You vs your colleagues: How to handle internal promotions Naren Sankar

When an opportunity for promotion arises at work, employees may be pitted against each other as they vie for the same chance. Regardless of whether you are friendly with those colleagues you’re competing against or if another peer has been there longer than you have and therefore seems to be the obvious choice, it’s realistic that the process can get uncomfortable, knowing that one of you will miss out.

In contrast, the other gets a shiny new opportunity, a title change and probably a pay rise to go with it.

Whether you’re the one who gets the job or the one who misses out, how you conduct yourself before, during and after the internal promotion process can have a long-lasting impact on team cohesion, employee engagement and how your colleagues and manager perceive you.

The many benefits of internal promotions

Employers often prefer to promote internally rather than pursue external hires because promoting internal candidates fosters a sense of loyalty and motivation among existing employees. Recognising and rewarding their hard work and dedication through promotions instils a sense of pride and encourages others to strive for advancement within the business.

Internal promotions result in a shorter learning curve and faster integration into the new role than external hiring. Internal talent is already familiar with the company culture, processes, and values, reducing the time required for training and adaptation.

Internal hires ensure continuity and stability within the business. Employers can maintain consistency in decision-making, knowledge transfer, employee development and succession planning by promoting employees who have already demonstrated their capabilities and understanding of the company’s operations.

Promoting internally also boosts employee morale and engagement. Successful internal promotions convey that growth and advancement opportunities exist within the organisation, motivating employees to perform at their best and invest in their career growth. Human resources departments are crucial in facilitating and overseeing your promotion journey.

Put your best foot forward for the promotion

Internal promotions at work can mean some awkwardness between yourself and colleagues, but it doesn’t mean you shouldn’t put your best foot forward when applying for the role. Firstly, do not compare yourself to your colleagues.

Also, avoid downplaying your capabilities or feeling like you can’t speak highly of yourself in front of your peers. If you want the role, ensure you focus on your key achievements and abilities and how you can demonstrate that you’re the right person for the promotion.

Like any other job interview, planning is key: make sure you have talking points prepared that showcase your contribution to the company and aptitude to take on the role and its responsibilities. Also, prepare some interview questions to understand better the next steps in the hiring process and anything else that will help you determine whether this opportunity is right for you.

If you get the promotion

Congratulations! The most important thing to remember now is to be gracious and sensitive to your co-workers’ potential sense of defeat. This doesn’t mean you should pity them or make a show of consoling them – that kind of attention will likely make them feel worse.

Depending on how close you are to the colleague passed over, you may want to reach out and offer your consolation. However, it would be best to be careful how you phrase this to avoid being condescending or insincere.

A good approach is to send an email to the entire team (after the announcement of your promotion has officially been made), thanking management for this new opportunity and acknowledging that you were up against strong competition in your colleagues – and that you’re looking forward to working together to achieve success.

If you miss out on internal promotions

As disappointing as it might be that you missed out, don’t let this affect your performance in your current role. Instead, use the opportunity to get a clear idea of the areas you need to work on and a fresh perspective to take the next step.

As with any interview process, it is completely reasonable to seek feedback on why you weren’t selected, and this can act as your ‘cheat sheet’ on the skills you need to build up or areas where you need to increase your experience to be a viable candidate next time around.

Then set a time to speak with your manager and discuss where there are opportunities for you to gain this additional experience. You might even be able to structure a promotion timeline to check whether you’re on the right path regularly.

There may not necessarily be immediate future growth opportunities within the framework of your current role or company. But this means you need to be extra proactive about internal promotion opportunities at specific times of the year. Otherwise, you may need to consider taking up a new job at another company if your current business cannot provide you with professional growth and your next career step within a reasonable period.

Importantly, try to feel genuinely happy for your colleague. This can be hard, understandably, so try asking yourself, ‘Is this something I could achieve too?’ In addition, your future promotion could put you in the same reporting line as your colleague who was successful this time around, which means it’s going to benefit you to have a good working relationship with them now; plus, they could be your biggest advocate if a spot opens up. They think of you as being the right fit.

Furthermore, you should still recognise your efforts, especially if you made it to the final two or three candidate shortlist. This achievement can be a great motivator and can stop any negative feelings from taking over, encouraging you to move on and focus on what’s important for you to work on right now to be successful the next time there’s an internal promotion.

Ready for your next career move? Check out these current job opportunities, or speak to one of our recruiters today.

Michael Page

Join over 60,000 readers!

Receive free advice to help give you a competitive edge in your career.

Topics

What to do if you don’t get the salary increment you want

Naren Sankar — Wed, 26 Jul 2023 20:29:05 +0000

What to do if you don’t get the salary increment you want Naren Sankar

Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.

The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.

In this guide, you’ll learn how to:

Assess your expectations and performance before taking next steps
Build a strong, data-backed case for your next salary discussion
Negotiate non-monetary rewards when a pay rise isn’t possible
Get clarity on why your request was declined
Adapt your approach to your career stage
Decide on your next move with a clear plan

Step 1: Reflect on your expectations and performance

Before taking any next steps, it’s crucial to assess the situation objectively.

Staying professional in the moment

Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.

Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed.
Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured.
Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow.

Script to use:

Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?

Evaluate your performance

Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.

Research market benchmarks

Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.

Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.

If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.

Step 2: Build a data-informed case for the future

A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.

Track your impact

Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company.

Prepare documentation

Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.

Proactively schedule a follow-up

Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.

Script to use:

Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.

Step 3: Explore non-monetary compensation

Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.

If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.

Know your alternatives

Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.

Be clear on what you value

Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.

Bring up the conversation professionally

Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.

Script to use:

I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.

Step 4: Understand the reason behind the rejection

But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.

If it’s a budget constraint

Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.

While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.

If it’s a performance issue

Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.

Securing a firm commitment

Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.

Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like.
Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned.
Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development.

Script to use:

Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.

Seek outside perspective

Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.

Step 5: Tailor your strategy based on seniority

The way you handle a rejected rise may vary depending on your career stage.

Early-career employees

Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.

Mid-career professionals

You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.

Senior leaders

At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.

Step 6: Plan your next move

Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.

Re-evaluate fit

If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.

Begin exploring new opportunities

Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.

Exit professionally

If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.

Script to use:

This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.

Know your worth, but stay strategic

Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.

When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.

Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.

Explore salary insights

To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full 2026 Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.

Michael Page

Join over 60,000 readers!

Receive free advice to help give you a competitive edge in your career.

Topics

How to handle the conversation about your resignation

deniseli — Tue, 19 Apr 2022 02:55:44 +0000

How to handle the conversation about your resignation deniseli

There are plenty of reasons to leave a job. Maybe it is because you are not happy where you are, or maybe it is because another company has offered you the chance to take on a new and exciting challenge, along with an attractive salary increase. But regardless of your reason for resigning, you should be 100% committed to your decision before informing your company of your plans to leave.

Your current company may give you a counteroffer to entice you to stay. And as flattering as the offer may feel at the time, there is evidence that accepting it could be damaging to your career, for the following reasons:

Your loyalty will be called into question if you decide to stay on. Your colleagues and manager might start to wonder if you are a team player and there is a high chance you will lose your place in the trusted inner circle.
The counteroffer might just be an excuse to keep you on until they find your replacement. Cognisant that you are still likely to leave in the future, your company might keep you on as a stalling tactic until they find someone else to take your place.
The underlying issues for your wanting to resign in the first place would likely not be resolved. Whether it is because you are unhappy with your manager or the company culture, chances are, these are problems that would not go away even if you decided to stay on.
Well-managed companies rarely make counteroffers. If a company believes its policies to be fair and equitable, it will also have policies in place that ensure it would not be subjected to “counteroffer coercion” to get employees to stay.

Be resolute during the discussion

When you have made the decision to resign, ensure that this decision is final and communicated in unequivocal terms to your hiring or HR manager. If you waver, you might be seen as threatening to resign to extract concessions from your organisation – and this is the last impression you want to be giving.

To eliminate any possibility of misunderstandings, always submit your resignation in writing. This letter should contain an unambiguous statement of resignation, an expression of thanks for the opportunities you were given, a final date of employment, and a statement that expresses your willingness to do your best in the transition period prior to your last day of work.

Should your hiring manager still bring up the possibility of a counteroffer, be firm in communicating that you are not interested in a “bidding war” for your services, before reaffirming your commitment to do whatever is needful before you leave.

Stay calm no matter what happens

The best outcome of this conversation would be for your manager to congratulate you on the new opportunity and wish you all the best in your future endeavours. However, be mentally prepared for things to take an awkward or uncomfortable turn. Your manager might guilt-trip you or even display outright hostility. Regardless of how they react to the news of you leaving, you must always remain calm and professional. Try saying something like, “It was not my intention to upset you. Is there anything I can do to ease the transition?”

Remember that you might need to go back to the company you are leaving to request for character references, so it is imperative that you keep any negative emotions in check and show empathy and kindness to your employer no matter how emotional the conversation becomes. Leave no room for doubt about your professionalism – this is especially important if you work in a small industry where word can quickly spread about any bad behaviour on your part.

Avoid venting about your unhappiness

Another trap you want to avoid falling into has to do with the topic of why you have decided to leave. Even if you have been deeply unhappy for a long time, do not see this as a chance for you to unload or “give them a piece of your mind” before leaving. Most companies do not change because of the resignation of a disgruntled employee. Simply reaffirm the fact that you have been presented with an opportunity that is too good to refuse.

Be mindful to stay out of the office gossip mill after submitting your resignation letter. Your colleagues will naturally be curious as to why you are leaving and bring it up with you. The best thing to do in this case is to reiterate what you told your employer about having a better opportunity elsewhere.

Finally, do not let your standards of work slip during your notice period. It will be obvious if you have mentally checked out during the final weeks with the company – and this is not the impression you want to be leaving before your exit.

Follow the strategies outlined above, and you will be able to resign without burning bridges and with your professional reputation intact. Staying calm, courteous and in control of your emotions at all times will only work in your favour.

Looking for a great job opportunity? Browse our latest jobs, submit your CV or get in touch with a Michael Page consultant to discuss roles in your field.

Michael Page

Join over 60,000 readers!

Receive free advice to help give you a competitive edge in your career.

resigning

How to prepare for an exit interview

What is an exit interview?

Common exit interview questions include

Remember the purpose is improvement

Why companies conduct exit interviews

Come prepared with positive honest feedback

Share any concerns but maintain a professional demeanour

Bring your exit interview checklist

Don’t burn bridges in exit interviews

Join over 60,000 readers!

Topics

Popular articles

How to gracefully resign from your job

Prepare yourself

Legal obligations or contract clauses to be aware of before resigning from your job

Meet with your manager face-to-face

Are you in a toxic work environment?

Handing in your resignation letter

Tie up loose ends

Leave a positive last impression

Join over 60,000 readers!

Topics

Popular articles

You vs your colleagues: How to handle internal promotions

The many benefits of internal promotions

Put your best foot forward for the promotion

If you get the promotion

If you miss out on internal promotions

Join over 60,000 readers!

Topics

Popular articles

What to do if you don’t get the salary increment you want

Step 1: Reflect on your expectations and performance

Staying professional in the moment

Script to use:

Evaluate your performance

Research market benchmarks

Step 2: Build a data-informed case for the future

Track your impact

Prepare documentation

Proactively schedule a follow-up

Script to use:

Step 3: Explore non-monetary compensation

Know your alternatives

Be clear on what you value

Bring up the conversation professionally

Script to use:

Step 4: Understand the reason behind the rejection

If it’s a budget constraint

If it’s a performance issue

Securing a firm commitment

Script to use:

Seek outside perspective

Step 5: Tailor your strategy based on seniority

Early-career employees

Mid-career professionals

Senior leaders

Step 6: Plan your next move

Re-evaluate fit

Begin exploring new opportunities

Exit professionally

Script to use:

Know your worth, but stay strategic

Explore salary insights

Join over 60,000 readers!

Topics

Popular articles

How to handle the conversation about your resignation

Be resolute during the discussion

Stay calm no matter what happens

Avoid venting about your unhappiness

Join over 60,000 readers!

Topics

Popular articles