Your Resignation Letter – What If You’re Leaving on Bad Terms?

Be Sure Your Resignation Letter Doesn’t “Burn a Bridge” with a Former Employer

DETROIT (July 20, 2016) – While crafting a resignation letter is simple enough when you’re leaving an employer on civil terms, what do you do if you’re parting on less than favorable circumstances?  Before you give any employer a “piece of your mind”, consider that a prospective new employer will likely call your employer at some future date.  Writing a resignation note in anger or haste could become an action you will later regret.

However, this does not mean that your letter cannot reflect legitimate concerns regarding appropriate company policy, or the way that you may have been treated.  The key is a respectful tone designed to give an employer thoughtful consideration to the concerns you are addressing.  Written properly, your letter might even result in further investigation or remedial action by an employer concerned that their actions may have violated company policy, or the law.

Below are some examples of how your resignation letter might be worded. Click here to see the full text of these letters.

Example #1: Resignation due to bullying, harassment, age discrimination or sexual overtones

“As you may or may not be aware, some members of your management team do not adhere to appropriate company policy.   Accordingly, I regretfully tender my resignation having experienced unsuitable corporate behavior.”

See the full letter here.

 

Example #2: Resignation due to Philosophical Differences

“Please accept this as my official notice of my resignation.

As you are aware, over the last twelve months we have had numerous differences of opinion regarding best practices and goals for the company’s Global project.

Unfortunately, it is clear to me that you and I will be unable to resolve our differences. Therefore, I feel that my resignation is the best option for the team and all concerned.”

See the full letter here.

 

Once your resignation has taken effect, you will want to ensure that your former employer offers no unfavorable commentary about you to prospective new employers.  A prudent first step would be to have an organization like Allison & Taylor (http://www.allisontaylor.com) conduct a reference check on your behalf, typically with your former supervisor and Human Resources (the two parties most likely to be contacted by potential new employers).  If their commentary is in any way unfavorable, you will have some form of recourse – e.g. through a Cease & Desist letter – in discouraging them from offering such commentary again.  (The success rate of these letters is extremely high.)

In summary, be sure to craft your resignation letter with the same care that you would with a resume or cover letter.  To the best of your ability, leave on good terms with an employer to ensure your next job offer is presented sooner, than later.

 

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About Allison & Taylor:

Allison & Taylor and its principals have been in the business of checking references for corporations and individuals since 1984. Allison & Taylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit http://www.allisontaylor.com/.

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Hiring should be increasing over the next 3 years

The race is on

As global CEOs race to secure the talent, innovation and capabilities for growth – are Canadian CEOs keeping pace?

KPMG recently conducted a survey of nearly 1,300 CEOs from around the world, including 53 Canadian CEOs, asking them about their plans and concerns over the next three years and what we heard provides some interesting insights.

Optimism is high

Overall, Canadian CEOs are confident in the outlook of their organizations and industries, and their ability to outperform against the general economic backdrop. They are embracing technology, leveraging data and analytics, and pursuing innovation.

While this all sounds promising, are Canadian CEOs truly focusing on the right issues and taking full advantage of the best solutions? The significant contrasts that exist from their global counterparts suggest that Canadian CEOs may want to take more cues from our international peers.

The race is on

Clearly, Canadian executives are feeling that the race is on; but it remains to be seen whether they act quickly enough and with the right focus to effectively transform and evolve. Among our findings:

  • 75 percent of CEOs agree that the next three years will be more critical to their industry than the previous 50 years;
  • 74 percent of CEOs believe their company will remain largely the same in the next 3 years;
  • 98 percent are concerned about the loyalty of customers;
  • 13 percent feel confident that they are fully prepared for a cyber-event.

Explore the report

We hope that you find this report and the insights provided useful and of interest to you and your organization.

Read the full report [PDF 2 MB]