When resigning, is a two week notice still important?
You do not want to burn bridges. Give a two week notice.
The Two-Week Notice is Total BS. Agree or disagree?
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It’s time to address an annoying, longstanding, and frankly outdated tradition: the two-week notice.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.
When resigning, is a two week notice still important?
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.
What have you put up with in past jobs that you will no longer?
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?
Have you ever quit your job?
How did you go about it? Did you do it professionally? Or was it an elaborate hurrah?!
No judgment either way, just interested in hearing some stories 😉
#terminated #iquit #watercooler #shareyourstory #quit #termination #resignation
Yes I have When they try to drop your pay rate know your worth in the work place ,job site , office,
Firehouse subs was the absolutely......
Worst place I have ever worked for, I was there for a year then my shiftlead got me super angry and I threw a dust pan at her and walked out, then dumb me, came back to work there a year later and that lasted about 2 months when they wouldnt give me a day off, mind you i had just blown up my truck and was riding my bike to my 2 jobs I was working, almost 70hrs a week to pay to rebuild my vehicle, so that's were it all ended never showed up that day, legend has it I might try for a 3rd time!!🤷 But no... It's ok to work there the owner just sucks 😜 #foodservices #stimuluscheck #benefits #nationwideusa #advice #florida #hiring #healthcare #resignation #linkedin #uber
i love to work
my boyfriend #resignation
If you filled in coworkers role after he quit, then 9 months later they bring him back, would you demand more money, or tell your boss to f..k..o..f?
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.