Once a new job has been accepted, you need to consider the timing of your resignation. Since two weeks’ notice is considered the norm, make sure your resignation properly coincides with your start date at the new company.

Try to avoid an extended start date. Even if your new job begins in 10 weeks, don’t give 10 weeks’ notice; wait eight weeks and then give two weeks’ notice. This way, you’ll protect yourself from disaster; in the unlikely event your new company announces a hiring freeze a month before you come on board. By staying at your old job for only two weeks after you’ve announced your resignation, you won’t be subjected to the envy, scorn, or feelings of professional impotence that may result from your new role as a lame-duck employee.

Some companies will make your exit plans for you. I know a candidate whose employer had the security guard escort him out of the building the moment he announced his intention to go to work for a direct competitor. Fortunately, he was still given two weeks’ pay.

Your resignation should be handled in person, preferably on a Friday afternoon. Ask your direct supervisor if you can speak with him privately in his office. When you announce your intention to resign, you should also hand your supervisor a letter which states your last date of employment with the company. Let him know that you’ve enjoyed working with him, but that an opportunity came along that you couldn’t pass up, and that your decision to leave was made carefully, and doesn’t reflect any negative feelings you have toward the company or the staff.

You should also add that your decision is final, and that you would prefer not to be made a counteroffer, since you wouldn’t want your refusal to accept more money to appear as a personal affront. Let your supervisor know that you appreciate all the company’s done for you; and that you’ll do everything in your power to make your departure as smooth and painless as possible.

William Werksman

William (Bill) A. Werksman is the Managing Partner and Principal Shareholder in Resource Partners. With the explosion of gaming as a national industry, Bill founded Resource Partners to serve client corporations across all jurisdictions. Bill is experienced in all facets of executive search including compensation analysis and executive development training. Mr. Werksman has built strong relationships within the local and national gaming community based on his respect and understanding of the recruitment process and its core importance to corporate development. Bill understands that leadership and intellectual capital are the prime source of competitive advantage. His firm of committed professionals delivers on a national and international basis across industries, expertise levels, and market penetration. His direct involvement consistently helps clients maximize their investment in key employees and further enhance bottom line results.

His education includes a Bachelors Degree in International Relations and a Bachelors Degree in Communications both from the University of Southern California. A skilled professional recruiter and advocate for his clients, Bill has personally completed hundreds searches while managing a staff of full time recruiters. With a diverse client base encompassing publicly and privately held companies, Bill’s experience and tenacity allow him to find and secure the critical candidates his clients’ desire and need for their continued growth and success. He is a frequent speaker to executive forums and career seminars throughout the western region as well as contributing author to many career focused web sites. Bill personally directs the firm’s pro bono search activities offering their services to charitable organizations, non-profit organizations, public cause or public service organizations, volunteer organizations, medical research and cure foundations, or other select causes or organizations.