The Best Way To Resign

When it comes to leaving your job, however tempting the two-finger salute, or the verbal equivalent may be, you should never let your emotions get the better of you. ‘Don’t wait until you’re hopping mad to resign. Do it while you’re strong. And never express your anger to your boss, bide your time and keep it professional,’ advises occupational psychologist Colin Selby.

do's and don'ts
You may have landed the job of your dreams, but you never know when your career may bring you into contact with your former employers again. For instance, at some point they could be a potential client.

Do:

  • Tell your immediate boss informally, face-to-face, before handing in a formal letter.
  • Give constructive criticism if necessary but avoid blatant insults.
  • Be prepared to consider a counter offer from your employer.
  • Do as much as you can to facilitate a smooth handover.
  • Remember that the people you were working with could be good contacts for the future.
  • Choose your referees carefully and brief them on why you think you are suitable for your next job.

Don’t:

  • Hand in your notice when you are feeling angry.
  • Focus solely on negative points.
  • Feel obliged to give specific reasons for your resignation.

What if my employer tries to tempt me to stay?

If you are offered a pay rise equal to or above your new job offer, consider why it took the threat of leaving to bring it about.

Your boss may promise to remedy any problems within the company which have influenced your decision, but can you be sure they will be dealt with effectively?

If you do decide to stay after all, remember that your boss may see you as ‘the one who nearly left’ and you may find yourself having to prove your commitment to the organisation.

By staying, you will in turn have to turn down a job you have accepted – this will could work against you if you deal with your would-be employer in the future.

What should I say in my letter of resignation?

Your letter is a vital part of your resignation, but should not be used to air your grievances. Says Selby: ‘Hold fire before saying something you might regret. Write your letter and then sleep on it and return to it in the morning. You can then re-write with a clear head.’

The letter needs to include only the basic details of your resignation – the position from which you are resigning and your intended leaving date.

If you wish to add more, keep it positive and resist the temptation to get personal. If you haven’t had the chance to sit down with your employer, you could include constructive criticism in your letter to explain your reasons for leaving, but it may be worth asking a respected colleague to read over it first.

What about my notice period?

Your notice period is usually stated in your contract of employment. Where no period of notice is stipulated, you should allow between two weeks to a month.

Normally you have to work your notice period, in which time you can handover your duties and responsibilities to someone else. However, sometimes there will be reasons why you or your boss will want to make the notice period shorter.

‘If you want to exit more quickly, try to offer solutions to any barriers that could prevent you. For example, draw up a schedule of work that ensures any essential projects are completed,’ says Jeff Grout, author of Kickstart Your Career.

You may need to include a waiver of your notice period in your resignation letter. For example, if your contract calls for you to work a month’s notice, but your new employer wants you to start straight away, include a paragraph stating:

‘I am aware that my contract demands a notice period of (x) months, but I am required to join my new employer as soon as possible. If you could therefore waive my notice period, I would be happy to help hand over responsibilities to my replacement.’

Should I leave before I have another job?

It may seem like suicide to leave the security of a regular income when there are mortgage payments, school fees and other bills chaining you to your cheque book. But your reasons for resigning may mean you’ve had enough of working for a while, or your determination to leave may be so strong, you’ll go no matter what.

A survey by I-resign.com showed 49 per cent of respondents didn’t have a job to go to after resigning. While it may not be the most sensible idea financially, whether you want to make a complete career change, become a student or just take a holiday, taking a break from work may help you assess why you were unhappy with your job in the first place.

However, the flip-side is that employers may be more inclined to hire those already in employment.

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‘ALWAYS ON’ WORKERS PUT JOB BEFORE HEALTH SAYS REPORT

  • 48% of UK employees have gone into work when ill in the last year
  • 40% haven’t taken a single day off sick in last 12 months
  • 28% say bosses pressure them into working through illness

sickness at work pic

The health of British workers is threatened by an epidemic of ‘presenteeism’ according to a new report, with research showing that not even lunch, holidays or illness will stop us from leaving our desks.

The study of 2,000 full and part time UK workers, published in The Health in the Workplace Report by One4all Rewards, reveals that just under 1 in 2 UK workers (48%) went into work in the last year despite being ill, and 40% hadn’t taken a single day off for illness in the last 12 months.

Unsurprisingly we are also reluctant to move away from our desks when well.  1 in 4 (23%) of us work through our lunch breaks on a daily basis and 1 in 5 (19%) regularly work during holidays, even answering calls or responding to emails.

This epidemic of ‘presenteeism’ – defined as the practice of being present at one’s place of work for more hours than is required, especially as a manifestation of insecurity about one’s job – is having a negative impact on workers’ heath says the research.

Work is a regular cause of stress for many people.  Just 17% of people say they find it easy to switch off and forget about their work at the end of the day and over one in five workers (22%) report regularly feeling high degrees of work-related stress.

In some cases is it also the direct cause of illness, with 11% of people surveyed saying that they have been unwell as a result of their jobs in the last year.

Employers wishing to retain staff and increase productivity need to help staff break this harmful habit, say experts.

Declan Byrne, managing director of One4all Rewards, comments, “Many workers believe that employers don’t care about their health.  28% of those surveyed said that they feel under pressure from bosses to go into work even when they are ill.

“Therefore, it’s important that businesses take proactive steps to help workers look after their health and wellbeing.

“Those that do are likely to see the results add to their bottom line, with greater productivity, staff retention and the ability to recruit better candidates all shown to be enhanced by company health schemes.”

To read the full Health in the Workplace report and to find out more about One4all Rewards visit the website: http://www.one4allrewards.co.uk/.

*Research carried out by Atomik Research amongst 2004 UK adults employed full/part time, aged 18+

 

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UK Employment trends in Brief – July 2015

blue news

Slower rise in permanent placements…

June data signalled a further increase in permanent staff placements. Although remaining stronger than the survey’s long-run average, the rate of expansion eased to the slowest in 25 months.

Candidate availability remains tight…

A key factor weighing on growth of staff appointments was shortages of qualified candidates. Although easing slightly since May, rates of decline in both permanent and temporary candidate availability remained considerable.

…fuelling further pay increases

The rate of permanent salary inflation remained strong and well above the survey’s historical trend in June, despite easing to a four-month low. Temp pay growth moderated to the slowest in 14 months, but again remained marked overall.

 

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Workplace temperatures

During working hours the temperature in all indoor workplaces must be reasonable.

There’s no law for minimum or maximum working temperatures, eg when it’s too cold or too hot to work.

However, guidance suggests a minimum of 16ºC or 13ºC if employees are doing physical work.

There’s no guidance for a maximum temperature limit.

Employers must stick to health and safety at work law, including:

  • keeping the temperature at a comfortable level
  • providing clean and fresh air

Employees should talk to their employer if the workplace temperature isn’t comfortable.

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The Week in Numbers – Week beginning 22nd June

The Week in Numbers – Week beginning 22nd June

£60K – Number of people who have accessed the pensions freedoms since they were introduced in April, Chancellor George Osbourne saysblue news

£1bn – Amount of money savers have taken from their pension pots since April

4 – Number of providers removed from Intrinsic’s protection panel following a review. The Providers are Cirencester Friendly, LV=, Shepards Friendly and Zurich

3 – Number of offices Aviva plans to close as part of a cost-cutting drive following its merger with Friends Life

0.1% – UK inflation in May, up from a negative figure of -0.1% in April, according to the Office for National Statistics

£100m – Value of shares being issued by Aberdeen Asset Management to Japanese bank Mitsubishi UFJ Trust and Banking Corporation in a bid to power new fund launches

£2tn – Total UK private sector defined benefit liabilities according to pensions consultant Hymans Roberston

£2.9bn – Office for Budget Responsibility’s latest cost estimate for the state pension triple lock – around £2.4bn higher than its original guess in 2010

 

Original Figures Published in MoneyMarketing Magazine 18th June 2015

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The Week in Numbers – Week beginning 15th June

The Week in Numbers – Week beginning 15th June

Website Photos 01110% – proportion of advice firms that disclose charges on their website based on a review of 50 firms by Candid Financial Advice

£117m – Record fine imposed against Lloyds banking group for failing to handle PPI compliants properly

1,300 – Number of customers Friends Life wrote to last week to apologise for not being ableto offer full pensions flexibility

£1m – amount in “illegitimate transfers” channelled from equity release provider New Life to mortgage broker NMB between 2009 and 2013. Former NMB director Kevin Allen has been banned by the FCA.

8,000 – Expected UK job losses at HSBC as part of 25,000 job cuts worldwide

£2.9bn – Amount collected by the treasure in FCA fines since April 2012. The Treasury cannot account for how all this money is spent

£21m – Amount Neil Woodford has invested in platform AJ Bell across the CF Woodford Equity Income fund and the Woodford Patient Capital Trust

Up to £1.6m – Ongoing costs for firms to comply with the pension transfer qualification overhaul announced by the FCA this week

 

Figures originally published in MoneyMarketing Magazine 11th June 2015
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Job Market Report May 2015

Job Market Report May 2015

Key points from the May survey:Website Photos 069

  • Growth of permanent placements eases, but remains marked overall
  • Permanent salary growth remains strong

Permanent placements growth eases…

         …but temp billings rise at faster pace

                  Salary growth cools, but still strong…

                        …as candidate availability remains tight.

 

Permanent Placements

Permanent staff placements continued to rise in May. However, the rate of growth slowed to a four-month low.

Permanent placements growth was broad-based across the English regions in May. The South registered the fastest rate of expansion, closely followed by the Midlands.

 

Permanent Vacancies

Demand from employers continued to rise but at the slowest rate in five months (for permanent staff). Private sector vacancies continued to show a higher increase than public sector vacancies. Private sector permanent staff saw the fastest increase overall.

In terms of sector, Executive/Professional employees and Accounting/Financial topped the rankings for the fastest rate of growth in demand for permanent staff.

Other Vacancy Data

Latest official data from the Office for National Statistics (ONS) signalled that vacancies rose 14.9% on an annual basis in the three months to April. That was the slowest growth since October 2013.

Meanwhile, internet-based recruitment spending was up 4.5% on a year-on-year basis in the fourth quarter of 2014. This was the weakest rise since the first quarter of 2013.

 

Staff Availability

The availability of candidates to fill permanent roles continued to fall in May. The rate of decline remained marked, despite easing to the slowest in three months. Around 41% of survey respondents signalled lower availability, compared with fewer than 10% that noted a rise.

All four English regions saw reduced permanent staff availability during May. The South recorded the greatest decline.

 

Pay Pressures – Permanent salaries

Average starting salaries for permanent staff increased further in May. The rate of inflation remained strong, despite easing from April’s nine-month high. Around 32% of panellists reported a rise in salaries, compared with 3% that signalled a decline. Increased salaries were attributed by panellists to a combination of strong demand for staff and shortages of skilled candidates.

Salaries rose in all four English regions, with the Midlands posting the fastest growth.

 

UK average weekly earnings

Data from the Office for National Statistics indicated that annual growth of employee earnings (including bonuses) quickened to 1.9% in the three months to March, from 1.7% in the three months to February. This was driven by stronger pay growth in the private sector, offsetting a slowdown to near-stagnation in the public sector.

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The Week in Numbers 11th June

The Week in Numbers – 11th June 2015blue news

8.7% – Year on year rise in the number of loans approved in April, from 105,394 to 114,628 according to the Bank of England

193% – Year on year increase in the number of people using an equity release plan to pay off their interest-only mortgage, from 78 in April to 229 this year, Age Partnership says

£4.3m – Money lost by 110 people who invested in a Ucis operated by eight individuals, five of whom were this week sentenced to a total of 26 years in jail

60 – Number of AR firms in L&G’s network, which the insurer plans to wind down by the end of 2015

20,000 – Potential job cuts due to be announced by HSBC next week, according to reports

£125.3m – Total value of investment trust purchases through platforms in the first quarter of 2015, a new record

£179,817 – The average UK house price in April, up 5.1% from £171,052 a year earlier, according to figures from the Land Registry

£5.6bn – Increase in assets under management at Henderson following the acquisition of three businesses in Australia

 

Figures originally published in Money Marketing Magazine 4th June 2015
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