Proper handing over by exiting employee, shows his class.

There is a quote which says, “Great is the art of beginning, but greater is the art of ending or exiting”, and so handing over after resignation.

 I was asked to go from one of the Company many years back. But I told the employer that I done proper handing over documentation, so that new staff can manage his job seamlessly. I am leaving but, kindly contact me if you need my support to the new staff.

The employer called me back and appreciated my gesture. I do not think it was my goodwill gesture, I felt it was my duty, a concern towards The Organization, The Position, The Responsibility where I Worked and new staff joining in my place.

New employee faster success lies in effectively taking-over process. But does it happen every time? Its NO.  And we some time really struggles to understand and manage the job from the many loose ends of handing over. Where our calibre remains how to take it forward in such a situation.

 Few important steps can make big difference.

As per over all feedback around 71% of organizations say they have no formal handover process in place or last employee exit was very abruptly due to various reasons.

Baring few% here or there, most of the new staff faces difficulty to take over proper charge of the job and its responsibilities. And blame goes to existing employee for not doing proper handing over.

If the blame person, is you, will you like to take that blame? I am sure NO and as a professional you want to remember for good things.

Here are few steps which can make a huge difference for the incoming employee, your teammates and business overall.

Let’s get prepared our systems for a good handover.

 What to include in your handover e-mail?

What managers can do to help with the handover process?

While it’s up to exiting employees to develop good handover notes, managers have a responsibility to make sure this process happens in the first place. 

You might want to collaborate with employees on their handover notes to cover specific things you’d like them to pass on before they go.

Take personal phone number, email ID and agree to remain open to reach on personal phone for getting any job related clarity.

At the same time, don’t add to their existing workload by giving newly joined staff too many new projects or deadlines.

 If you’ve made it clear that the exiting employee should focus on handover preparation, give them the time and space necessary to complete this task.

 Exiting employees — do the right thing

If you’re an employee who is leaving a position, do your best to give a detailed handover to the new person.

Depending on the circumstances of your departure, you may be feeling disengaged, checked out, burnt out, or just plain excited about moving on!

But leaving your job on good terms and ensuring a smooth transition for the next person and the company will show your true professionalism. 

Not only that, but it is rarely a good idea to burn bridges in these scenarios.

Not only might you rely on your former employer for a reference in the future, but, more importantly, research shows that 15% of employees ‘boomerang’ and return to work for a former employer. Plus, a massive 40% of employees say they would consider ‘boomeranging’ back to work for a former employer. 

Most importantly, preparing a thorough handover means being respectful of your teammates who are staying on.

These teammates will carry the extra workload while the new employee settles in, so a smooth handover will be particularly beneficial for them.

Finally, by taking the time to carry out a proper handover, you’ll be closing off this chapter of your career with a clear conscience and clear mind, ready to start the next exciting phase of your professional life.

Show your professional class.

Mutual respect is our Organization Culture.