Yes, Need to give time for Employer to replace you
Yes. It allows the company enough time to find your replacement that way their isn't any down time or extra work for others. It also shows good character. Not to mention your will be leaving on good terms.
This is how I found each of my jobs. I’ve never gotten a job through the traditional application/interview process.
@Bill Branstetter To me it’s not because it’s possible the new job won’t come through and you’ll be unemployed. Plus companies don’t generally give two weeks notice when they lay people off. I’ve never given a two weeks notice and I haven’t had any adverse effects on any future employment. At the end of the day it’s business, and I need to do what’s best for me.
How did your employer respond to your resignation? What did they do well or poorly?
Horrible! 😔 Not to flatter myself but, I was literally the only employee (Captain Driver/ store Assistance Manager) that actually went by the books & always did above & beyond for the company. The day I decided to give my 2 weeks notice because of all the overwhelming constant stress; they offered "A better work environment & pay" (having me transfered). Little did I know it was just to put me in the worst situation anyone should ever go through. Never in my life have I ever felt so unappropriated, unworthy & heart broken. The company I learned to love & grow wasn't what I expected. Long story short, I gave my 2 weeks notice; they transferred me & cut down my hours. Then, they suspended me for something I didn't commit; so missed 2 weeks worth of employment. After, their whole investigation finished; took them 2 whole weeks. They said " I'm extremely sorry for all this misunderstanding I hope this didn't cause to much trouble. I understand you had already summited a 2 weeks notice. It does sadden me you are leaving us, especially since you have so much potential to become your own store manager. We appreciate all you have done not only to 1 store but multiple of our stores. Your name was always going around here at the office. I know we can keep you but whenever you are ready to come back your position will be waiting for you". 😂 Just like that, kicked to the curb! Shows how much they really do appreciate the real loyalty of those who really love & care for their career. Such a shame to be honest! NEVER AGAIN
@Bill Branstetter I resigned from a trucking company in 2021 to work for another company. The owners didn’t want to verify my employment and they ghost terminated the same day. Luckily the company was able to verify my employment with my check stubs. I am now representing a class action lawsuit against that company. They are a small company so it’s going to have a huge financial impact on them.
Put. In 2week notice,vaca. Start new
Do my best to give what he or she wants.
If you care about retaining the goodwill of that employer, yes. If you have no need for a reference or ongoing relationship then it comes down to decency.
You do not want to burn bridges. Give a two week notice.
Source: https://robinschooling.com/the-two-week-notice-is-total-bs/
It’s time to address an annoying, longstanding, and frankly outdated tradition: the two-week notice. A business practice that is as obsolete as fax machines and paper resumes.
Once upon a time, in an era lost to the mists of time, somebody thought: “Hey, employees need to give companies a heads up before they peace out” and thus, the two-week notice was born. In theory, this notice period provides employers with time to find a replacement, redistribute tasks, and ensure no disruption in services. But I can guarantee you there are very few replacements being found and hired within two weeks.
There’s also, of course, a brazen power dynamic at play. Many companies don’t think twice before laying off employees, often giving them no notice at all. If businesses can terminate one’s employment without a buffer, why is it expected that workers provide a cushion? What, in this practice, indicates any form of mutuality or reciprocity?
Guess what? People will always be leaving you…
Often, the departure of an employee begins long before the resignation letter hits their manager’s desk. The subtle signs are there – a decrease in enthusiasm, fewer innovative ideas, or even just a change in demeanor. And when the notice finally comes, it’s a mere formality.
Yet we hang on to this two-week notice ritual, seemingly coded into our professional DNA and require employees to render a two-week notice in order to remain eligible for rehire or receive payout of their PTO or vacation balance ** (** depending upon state laws of course). And for years, workers have obediently followed this “etiquette” even though this antiquated tradition often feels more like a trap than a courtesy.
But how much valuable “transitioning” really happens in those two weeks? Most times, the soon-to-depart employee is already dreaming about their next gig or planning their victory lap around the office. In many instances, once an employee submits their notice, they’ve been mentally checked out for months. The passion and the fire? Fizzled out even if they’re still physically present.
On the flip side, employers might hold onto departing employees for the full two weeks, but even they aren’t really invested in optimizing this time. To make it even worse (thanks to the-powers-that-be!) some departing employees experience an awkward phase-out; they’re given meaningless tasks to perform and are excluded from meetings and discussions.
So what’s the point? I say it’s time to rip of the band-aid and upgrade this entire practice:
Let Them Talk Before They Walk: Encourage a culture where employees feel they can chat about career growth, burnout, or just wanting a change without getting the side-eye – or worse – from their managers. If employees feel they can voice their concerns, aspirations, or plans without negative repercussions, managers won’t be blindsided by departures.
Tailored Transitions: Some folks need more than two weeks, others far less. Maybe, just maybe, we can customize the transition based on actual needs rather than an arbitrary number pulled from the employment ether.
Immediate handover: Once an employee decides to leave, have them immediately hand over their tasks and responsibilities. A comprehensive handover document, a one-on-one chat with a successor, and BAM (!)…the major stuff is covered.
Keep It Real, Both Ways: If companies can ghost their candidates and employees without a second thought, why the heck are employees expected to roll out the red carpet before making an exit?
Lose the Awkward Goodbye: The period after the resignation shouldn’t feel like breaking up with a high school sweetheart. Instead of the weird cold shoulder, celebrate the employee’s contributions and recognize the team for adapting and evolving. Encourage a culture where people can move forward, knowing they have the support and goodwill of those they’re leaving behind.
The workplace (and HR) is ever-evolving and many of our “standard practices” need to exit the building…including the archaic ceremonial practice of the two-week notice.
Do you agree or disagree?
@Bill Branstetter, I would say it depends on the circumstances. Like Alexander said, if it's important to remain on good terms or the possibility exists that one may need to go back one day, then it's a good idea to provide a two week notice, if that's the company's usual practice.
I believe it to be good practice, common courtesy and respectful to provide some kind of notice, even if it isn't two weeks.
I've always given notice - I have returned to companies in a different compacity - the last three time I gave two weeks notice I was released on the spot and paid through what would have been my last day.
Should you give a two week notice when resigning or is that a tradition that is being phased out? One viewpoint is - since companies don’t give employees a two week notice before layoffs, employees don’t owe companies any notice period before resigning.
Do you agree or disagree? Why?
If you agree with someone else’s answer, let them know!
Based on my experience some companies tend to not honor the 2 weeks notice anymore. I know of two individuals who were let go the same day they put in their two weeks notice. My advice to all is , always be in good standing with your Manager. Supervisors keep their positions depending on how good their crew make them look, but they are not the ones you want to impress. It's the manager you want to be good colleagues with.
Life, people, and of course business, which involves both is an ever evolving system. Now-a-days, you no longer have the "tyranny" of the man in the office, as ive heard it reffered to. One call to the HR Manager and someone will get spoken to. Never you mind that, that person is the CEO, President, Vice President, shoot even the actual owner. With that being said, the formalities of customs and courtesies are slowly becoming a thing of the past. Now, its; "how does that make me feel?" not, "if the roles were reversed, how would i like to receive this news?" Odds are onve you do you put in your 2 weeks, that will.be your last day. Very few companies actually keep you onboard due to fear of taking information or what not. In my book simply for the issue of common courtesy go with the two weeks notice.
Another mass quit event at a store hit the headlines again in Nebraska first it was a Burger King and now it's at a Family Dollar Store in Lincoln, NE. The reasons both gave was poor working conditions, low pay and poor management.
It appears that workers are feeling empowered to say, "Take this job and shove it." I've worked jobs in the past that haven't been perfect but I needed the work and I put up with the conditions for the paycheck.
Have you worked a job where you put up with poor conditions just for a paycheck? Do you feel empowered today to walk off a job if you faced the same challenge?
My boss was furious when I resigned and almost didn't talk to me during my two-week notice.