Some of my strongest memories of my K-12 education were during middle school. Our children attend a K-8 and have had the same beloved principal for six years. He has been promoted and will be leaving a legacy, memories and broken hearts. It brought me back to memories of my own transition from Jr. High to High School. They were across the street from each other and the tradition on the last day of ninth grade was to make the symbolic cross to the other side of the street.
My year was different. The district had just changed Jr. High to seventh and eighth only and some teachers had to cross with us. So a large group of future ninth and tenth graders with a couple of
My children are tremendously sad, and apprehensive as to what this change in leadership at their school will mean to them and what other changes will come with it. They feel they cannot get too attached to any teacher or administrator because every year there are changes. I understand. It's scary.
As we grow older and into adult roles, those fears of change are still there. What I've noticed is that some people embrace change with excitement and anticipation and others with fear and dread. What's the difference? Usually the amount of information given, the preparation, and our confidence in our current roles. Where are you on this topic? Fear or excitement? I'm a mixed bag, but usually head toward trust and excitement. My attitude is what directly affects whether it is a positive or negative change. I can make lemonade out of turnips most days.
Separating the selfish from the supportive:
In the case of a colleague or leader changing, it helps me to identify why I'm upset. Is there jealousy as to "why I didn't get to do that great thing..?" or happiness at their success and growth? How about wondering if I'm next - that used to creep in decades ago. Then my dad's words would ring in my ears, "If they don't know what a catch you are, it's their loss."
When people leave, do you take the time to think about their fear and apprehension, even with happy changes? It's hard to break in new professional friends and alliances. How can you support them? You will find that when you think this way, it helps dissuade your own sadness or fears.
Tips for transitions:
You are staying, they are leaving:
Make sure you have their personal contact information, or their new professional information if they have it.
Make sure they have YOUR contact information. Just because you've worked together for five years, doesn't mean they do - they may have relied on shared corporate contact lists that will now be unavailable to them.
Would a recommendation help them as part of their work history and resume on LinkedIn? That is a VERY nice going away present from you. Follow up with an emailed and snail mailed copy for their records and to scan and take on interviews.
Congratulate the publicly in social media, giving a mention of the new company and how lucky they are to have your former colleague or boss. "Hey @binkypatrol , you are so lucky to get @susanfinchweb on your team, we will miss her!"
If they are leaving without a Plan B, are you able to make any introductions on their behalf to help them into a new situation?
Keep the gossip to a minimum. Remember these folks usually have families to support.
I highly recommend you are cautious about "social" lunches, cocktails, or dinner with the person leaving, especially if they are going to work for a competitor. You may think you're trusted friends, they may need to find a way - alcohol assisted or not - to pepper you with questions. Best to keep it on a strictly personal, light level to make sure. Keep company plans, releases, secrets, staff changes to yourself. Talk about OTHER competitors, but be wary if the conversation continues to go back to your current company. Hate to break the news, but there are a lot of self-serving, manipulative weasels out there that know just what to say or where to take you to get you to spill it.
You are leaving, they are staying:
If you are transitioning out, ask the protocol for alerting your contacts. You are using the soon-to-be former company's list. Is that OK?
What are the rules for staying in touch with those who remained behind? You don't want to cause them issues or be perceived as gum on their shoe or, possibly even a competitor's spy.
If your old email is being forwarded to another colleague, are they able to give out your new contact information to those folks? Can you help edit or at least review the message sent out so you know what to expect?
Update your personal contact lists.
If you are leaving, update your work history and current company on LinkedIn. It's difficult for companies to get a former employee off the roster, and some unscrupulous folks use this to their advantage to cover blank spots in employment.
Travel accounts, direct payroll deposits, medical offices, tax preparer: Make updates in those accounts and make a note of dates on your calendar for tax filings the next year. Remember, your insurance will usually change.
If you have a period of transition without a new paycheck, make sure any auto payments are paused. Call the companies if you have to alerting them of the change. They are usually understanding as long as you stay in touch with them and keep them apprised. This includes the IRS, medical services providers and mortgage lenders.
Do you have any outstanding expenses to be reimbursed? It may be too late, or not. Gather them up fast and make notes that will assist accounting to get you your money.
Are you a manager on any social media accounts or contributor under that company? Time to notify those services and remove yourself from those roles.
If you are leaving on good terms, can you review your supervisor or colleagues about your experience working with them or for them? This is a wonderful addition to their LinkedIn profile. Follow it up with a hard copy mailed to them directly. It's a way to leave a very positive memory of you in their minds.
