giving notice

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For me, I want to talk about giving notice. I've had a lot of y'all talk about in DME. Hey Taylor, how do I give notice? How do I do it? Listen, giving notice is awkward. And if y'all have thoughts, comments, questions, concerns, throw them on the chat, throw them, comment me. Please let me know. But here's the deal. Giving notice is difficult. It is incredibly difficult. And I will tell you this. First and foremost, if you get anything out of this, if you're getting out of this episode, it is approaching giving notice with empathy. It is sitting down with your employer going, hey, listen, it's been an amazing ride.

I've enjoyed my time. Maybe you haven't enjoyed your time, but that's just good to say. And so I've enjoyed my time, but it's time for me to move on. And I'm moving on to another opportunity. And just leave it. I think a lot of times people get into giving a notice and they run your mouth. You get nervous. I understand that. And just so, hey, listen, Mr. Mrs. Employer, I appreciate you giving me this wonderful opportunity for the last few years. But I'm moving on to another opportunity. Start out by giving empathy. Start out by giving thanks. And then shut your mouth and see what happens.

Now, I will tell you this. Be careful. Be careful of the counteroffer. Now, I've talked about counter offers before, but it's very applicable here. I'm going to bounce on a few topics quickly here. But don't take a counteroffer, right? A few things. I host away what's going on. Andrew, yes, don't burn a bridge. And old boss is still someone that can offer your job later on. Absolutely. And so for me, I think what you need to do is you need to go into the meeting, giving grace, giving empathy, listen, I'm so grateful for the opportunity to provide it. But I'd be very weary. I'd be very weary of the counteroffer.

And here's why I say be where the counteroffer. I don't know if any of y'all have been in a bad relationship. I sure have before I met my wife. I don't know how many times in my past relationships I've been told, I'll get better. I'll get better. I promise I'll get better. There was one post on LinkedIn. Some guy said he gave notice, or he got a 15,000 raise. $15,000 or $20,000 raise in his company every year. Said we never have the budget. We never have the budget. Then he gave notes. And then they gave him a raise. How slimy does that look? Right? Companies want, be better, do better, stop treating your employees shitty, give them raises when they deserve it.

Right? Let's stop saving some money in your bottom line. Let's take care of your people first. I have a whole issue with that. I could say some other exclusives, but I'm not. Explicit the tips, but I'm not. Take care of your people. But I will also tell you this, individuals, if you give a notice, and do not take the counteroffer, do not take the counteroffer. Because that is essentially a bad girlfriend, bad boyfriend, saying, hey, if you stay with me, if you stay with me, I will get better. No you won't. No you won't. Alex goes, do you believe the higher up your position, the more notice you should give?

Absolutely. I think that's a great question by Alex. Again, shut up, made South Meals. Yeah, I think so. So one guy I am working with right now, I just got him an offer out of the company at a DC. Frank, I'm going to come visit you. He's in a lead position, he's given four weeks. I truly think the higher up you are with an organization, and from a leadership perspective, this is a great question by Alex, you need to give more notice. If you're an individual contributor two weeks, also like, let's just like be, I don't know, just normal about it and be conscientious, right?

If you're in a middle of a daggum like software release or in a middle of a project, like don't bounce in two weeks, right? Again, that builds that builds rapport, empathy to your employer that goes a really, really long way. A few comments coming in, hostway. Yes, let's work. Can I have to go absolutely provide some time later for any transition. Be grateful. Yes, you more gets it, right? Provide more time. The more time I was sit down, I'm like, how much time do you need for me to give notice? What would be ideal for you? 30 days? I'll give you 30 days, right? Now if it's any more than 30 days, I would say 30 days is cap.

I don't think the employer needs any more than four weeks. But I would say, let the employer dictate that. Alicia, I just saw you hop on. Alicia, let me know your thoughts on giving notice. I'm interested in your thoughts. Casey goes, I hope so he has a great developer to connect with. Yes, hostway is awesome. David goes, it's not just an employer but a network effect as well. Absolutely. When you burn an employer, you affect your network possibly. So yes, give resignation with empathy, absolutely. Empathy over everything. Your resignation can say a lot of things about you, right? And give people a heads up, right?

Give people a heads up. Yousif goes, yes, don't burn a bridge. Also employees aren't legally obliged to give an exit interview, but it's nice to give, but be brief and concise. Don't get any details of why, be respectful and helpful. Assuming you have tried your best in the current place, but you know it's not working. Yeah, absolutely. Again, I think exit interviews are huge. I think if you feel comfortable, I would give an exit interview because you're not doing your company any justice. If you just leave and you don't tell them why, right? If you don't tell them why, right? So again, let's, again, empathy, let's do the exit interview.

Let's be open. Let's be concise. I'm with you, so sometimes people get nervous and run their mouths and just say things, right? And so just be conscientious about that. Even goes, some companies release you when you do give notice. Yeah, listen, I've seen this before, right? Like, absolutely. I have absolutely seen companies go piece you're out and you usually be prepared for that. And you need, one, you need to kind of know your employer because you also need to tell your other offer, hey, I may need to start like ASAP, right? And so let your new employer know that, hey, listen, I may be like dismissed when I give notice.

Can I start with you like that Monday or something like that? Obviously, at least you're good morning, Alicia, let me know about giving notice. I feel like you're typing right now. Steven, yes, higher up or even more technical. Yeah, absolutely. Listen, if you're like a principal engineer and you're like an individual contributor, but like you're really high up within an organization and you own a platform or something, like you need to make sure that that you give some notice. How would you handle being only dev? So Garrett comments right here, John, maybe offering to help look for your placement or offering to work for them on contract.

I like that. I like Garrett's thoughts offering for them to give contract. Like, hey, listen, I'll stay on contract. I know a few really good engineers that have left that offer contracting work and hey, listen, that's a good opportunity for you know, to start your contracting career. Just a thought there. I love that. Thanks again, this is, this is why we do this. This is why I do this live show. people like Garrett can chime in and help like John because before this live show, none of y'all knew each other. You still don't know each other. But also Garrett has not what it was not able to give John some advice, right?

And Garrett, I love that. I wouldn't have come up with that, right? So John, I would say four weeks. Contract can stay on part time. Absolutely. Anything like that. More time, the better. Let your network know you're leaving. Just not the standard email. Good bye. Yeah, I mean, listen, I think communication is key. when giving notice on all parties on all parties. Keep in mind, giving notice is handled differently depending on where you're at over the world. Yes, Casey, this is something I'm not educated and I'm obviously just educating the US. I was talking with the dev and Cambodia yesterday, tag him who told me the appropriate amount of notice is often written in the contract and can be as much as three months notice.

One thing I'm very naive with and I'm going to be totally frank with you is I'm not educating on international matters. I have heard rumblings that this is absolutely true. I think like our offshore team in India, I think if any developer leaves, like you have to give them three months or something like that. So yeah, I mean, it's and here's the on the higher manager side. Right. A higher manager for talking about firing and stuff. And this is a whole nother session. So I won't get into it. But like if you have problems firing people, like just give them runway, hey, listen, we'll give you like a two month severance three months severance.

Right. Like I'll give you I'll give you a ton of time. Right. It's just not working, but I'll give you a ton of time. Right. Same, you know, I so again, that's just from a higher manager side of things. Postway goes most employers will need documentation for your role to train the next person in addition to written documentation. I find that using videos a nice way to help your team. Yeah, absolutely. Listen, I'm not sponsored by loom, but I've suggested loom more times than not. I'm pretty sure I suggested loom to hostway. I think loom is a fantastic tool to document live. If you go to my egghead.io session that I did, I used loom.

I think it's a fantastic tool. It's very seamless and very easy. If I can figure it out, you can figure it out. Trust me. All right, Alicia, I've been looking for your comment. I've been trying to get through other comments. Again, stream yard. Can I put an IT ticket? I look like Daggam like Winston off of Tim the toolman Taylor. Ideally, I don't get notice. If I could, if I could pick how it goes down, someone says, hey, I think I've accomplished everything here and given what we have in the roadmap, it's looking like it's time for me to start looking for other opportunities. Then we can both work on a transition plane as with any listen.

I love this. Of course, Alicia crushing it. I mentioned this here, thoughts, Alicia. Do you look down? And I'm coming at least you've been eating my watch and it's anybody watching this. If you're in a hiring role, if somebody came to you with this, would you immediately dismiss them in your organization? Do you think this is a good idea? Do you think more individuals should have an open or policy and come to a higher image like, hey, listen, it's just not working out. I don't feel right. Like I'm kind of interviewing. Do you think that's a good thing? Because I will say this, I think a lot of organizations will look down upon that.

So I'm interested here, thoughts. This is a good conversation. Let's keep this thing rolling. If anybody's watching hiring managers specifically, if you are watching this, please chime in Alicia, please chime in. Do you think this may be a good tactic? Hey, listen, I've accomplished everything I need to accomplish. I'm kind of looking around. Like I'm interested. I'm just interested. I'm interested here that. LOL. Yeah, absolutely. I knew you were typing up a paragraph, Alicia. All right. And India and Southeast Asia is 90 days. Did not know that. Should a recent raise promotion change when you give notice? I don't know. Should it? Should it? I mean, let's say, I mean, if you got a little bit of a bit of a bit of a bit of a bit of a if you got a raise and you got a promotion, here's the deal.

If you got a raise and a promotion and you want to give notice and you just got it, I'd have some things written out. So when you sit down with your hiring manager, you go, all right. Well, here's the deal. I know you just gave me a raise. I know you just gave me a promotion, but here are three reasons why I still want to leave. One, work like balance. Two, new tech. Three, blah, blah, blah, right? Like I would say you need to come because I think the big thing is, and this is kind of goes with the job search too, right? People just don't know why.

People don't know why. Why you're looking for a new job? Why you're bouncing to a new job? Why you're taking a new job, right? People just don't know. And I would say for you, if you still want to give notice after a raise and a promotion, you need to know why you are still looking. Because in my mind, that solves a few things. There's promotion and then there's probably like what five other things, five other areas. So you need to be able to make sure if you approach management that you can communicate why. Alicia is typing out two stories. This should be fun. Here we go.

So as Garrett going off of John again, Garrett and John having good back and forth this morning, I love it. This larger depends on the company culture. They show the relationship with the boss and the maturity of the leader. Garrett incredibly insightful, incredibly insightful. Yeah, you need to read the room, right? You need to read the room. I think there are some managers who want to be told, hey, I'm looking around, there's some managers who don't want to be told that they're looking around. So read the room absolutely. So story number one guy told me you're starting to look and he realized he didn't know what he needed for the market.

So part of our plan was to help him grow. Even as he was exiting, I invested him until gaming's commitment to his work and until the exit. Of course, at least you did it correctly. Alicia, as you're typing story number two, I'm going to move on. You use, use if goes, you don't let them go without a reasonable cause. It can also trigger possible unemployment claims. So I'm just need to be careful on how to handle that. It should come from the employee voluntarily if the employee wants to slash needs to leave. Yeah, and again, I don't know. In terms of HR, I'm probably not the best person to ask.

This is why I love doing this show. I get to learn from God's like, use of and and Garrett and and whatnot. So again, you know, you don't, you don't let them go without a reasonable cause. It can also possibly, I understand that absolutely 100%. So yeah, managers, managers need to be be available and under and be available and understand why that person is giving notice. Giving goes, keep in mind, most people don't leave companies. They leave because of leadership. Yeah, 100%. And I guess what I struggle with too is like how open, how open and transparent are you with leadership? Right? I mean, I think that's part of the problem.

It's like, hey, you know, do we, you know, do we want to be incredibly transparent and of possibly let leadership know that you're unhappy? You know what I'm saying? Like, yeah, it's, it's, it's definitely a fine line. Um, Casey goes, man, based on his stories, I love the work with the guy named Alicia, Alicia just won an award recently in Nashville for national technology councils. One of the as one of the better managers in Nashville, Alicia's a good one, Oscar, what's going on? Yeah, more goes things in US can be at will. So sometimes people won't give a reason. Yeah, absolutely. Alicia, hurry up with your story.

And I'm going to wrap it up here. Um, as, so, so, so as a wrap it up here, I want to give, obviously a few more, few more notes and comments. Listen, if you are not part of my texting community, I shoot one text a day to you about something you can apply to your job search. Text me 615-235-5650. Um, also, if you are on the job search and you need to resume template, if you want my video on how to build out your LinkedIn and how to network, if you want, um, what else we have on there to end questions to stump a recruiter when they send you a terrible job.

If you want questions, if you want questions to ask a manager when you're interviewing, go to TaylorDessing.com. I have a lot of resources. Hiring managers, if you are having problems evaluating talent and interviewing and hiring, please DM me. I would love to help with you. If you are watching this now in the future, my door, my DM is always open for you. Uh, real quick, we're going to end on this story now. Alicia, story number two, guy told me you're starting to look. We made a plan and he didn't stick to the plan and Dell surprised after surprise in Sally Burnster Bridge and made it a pain in the ass to manage.

At the end of the day, I knew he, I knew he was on his way out. So I was managing the risk. It was less of a surprise overall, but it also became an example for the rest of the team of how not to do things. Absolutely. I love that so much. All right, y'all again. Thank you so much. You're going to play a little exit music. I appreciate it. I appreciate it time. Today was a good one. Today was a good one. everywhere for great conversation today. Everyone if we already aren't already, let's connect. Absolutely. Go connect with Casey. He's been incredibly consistent. Alicia goes, moral, I'm human and not perfect.

Alicia, you're perfect in my eyes. I'll make mistakes as a manager, but I'm going to work with people and come from a point of vulnerability and humility. All relationship for two-way streets. App, so freaking, literally. Um, Andrew, Taylor, Slays again, happy, can anyone. Yeah, y'all, please connect. Andrew, Andrew help me on my audio setup. He's also a great developer. Please go connect with Andrew. Again, shout out to everybody on here. Garrett, Erica, Paolo, Casey, Brandon, John, Frank, LinkedIn user, Tony, Kathy, Farouk, Marcia, Yamur, Joseph, Christina, Steven, David, Ishmael, Alex, Belu, shout out made South meals. Um, Andrew Miller, uh, Andrew, the weather's human as I'll get 90% humidity.

Hostway. Uh, who else went missing? Alicia, John, Garrett, Kali, we had some people on today, boys and girls. Again, Oscar, Christina, actually, it's been about two weeks after 11 years of putting this company, Empathy is huge. I love it, Christina. Thank you for chiming in. I appreciate that. Michelle, thank you for tuning in. I appreciate y'all. Well, thank you so much. Today was so good. So good. Y'all go connect with somebody from this show today. I'm a challenge. You connect with one person from this show, sliding their DMs, tell them you met. Obviously, you saw them on my show, make a new friend today, make a new friend today, Erica.

Absolutely. Y'all have a wonderful Tuesday. Uh, be awesome. Uh, I'm always here for you and, um, y'all be great. Appreciate y'all time. Peace.