So, we have done the hard work and secured your next opportunity, and no doubt you are excited about what is ahead. Frustratingly, now you will also have to resign. Resignation is obviously a daunting moment for those in the tax profession, where you work closely with clients and support colleagues and Partners who, understandably, you may feel that you have let down.
However, it is important to remember why you set out on the journey that has got you to this place, and that resignation is a natural part of having a successful career. It is not something you should take personally.
At Maitland Kabir, we are here not only to find you the next role in your career, but also to support you during your resignation and the time leading up to your new position.
The resignation process
- Prepare your resignation letter.
- Book a private resignation meeting with your hiring manager. For Partners, this might be the Tax Lead or Senior Partner.
- Undertake the resignation meeting and send your resignation letter once completed.
- Counteroffer (potentially).
- Post resignation.
1. Resignation letter
My advice is to keep your resignation letter as brief as possible. There is no need to stipulate reasons for your move or give details about where you are moving to. Generally, less is more, as details only provide further complication when dealing with resignation meetings.
Dear [Hiring Manager], Please accept this as my formal resignation from the role of [Job Title] with [Name of Company]. As per my notice period of [No. of weeks], my last working day will be [Date]. I would like to thank you and [Name of Company] for the opportunities I have had during my time working here. Best, [Name]
2. Booking the resignation meeting
Once you have completed your resignation letter, book a meeting with your line manager. There is no need to provide information; just ensure that the date is in line with your planned start date, taking your notice period into account.
My advice is to book this earlier in the day. 4pm onwards on a Friday is unlikely to be received well, and the aim is always to leave amicably.
3. The resignation meeting
It is important to remember that resignation meetings are fact-finding opportunities for line managers to plan for a counteroffer. The reality is that losing staff members is incredibly expensive, and most employers will undertake a counteroffer as standard procedure. During the meeting:
- The aim is simply to inform your line manager of your resignation.
- Tell them about your new role, but plan how you will discuss this with us beforehand — this is where employers will try to work out what they can provide within a counteroffer.
- Thank your current employer for their time and for your career development.
- Avoid being negative; leave positively.
- If you are confident about your next role, you can mention that you are not looking for a counteroffer and would prefer not to have that conversation.
- Any negative points you wish to raise with HR can be raised anonymously.
Your resignation might be a shock to your line manager and their reaction might not be perfect. If this is the case, take a deep breath and be empathetic, even if it feels tricky. They will get past their frustration with time, and it will be fine.
4. Counteroffer
60% of counteroffers will result in individuals leaving within the next six months. So although continuity is good for employers, it generally is not good for job movers, who usually regret turning their backs on a role they have put a large amount of energy into finding.
If you receive a counteroffer, do not accept it straight away.
Make sure you take time to consider your options, think about your reasons for leaving at the start of the process, and talk it through with your recruiter.
5. Post resignation
Be respectful, stay positive about your current firm and excited about your next opportunity. HR should be in touch to organise pension and untaken holiday. Compile a good handover and focus on making a smooth transition, considering your end date.
Finally, you will need to deal with the social aspects of leaving. If leaving drinks are something you would like to avoid, my suggestion is to organise a leaving lunch.
Overall, the idea of resigning is more daunting than the reality. Talk to us as you go through the process, and we will guide you step by step. Just remember that people are resigning from their roles all the time, and it is a natural part of everyone's career.
This article was written with the support of a CIPD-qualified HR professional.