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The Impact of a Leave Notice

The Importance of Why a Leave Notice Should Be Respected Within a Company

Photo contributed by Pixabay from www.pexels.com

Hello again, everyone!

At a previous job, I got let go from a position due to a two-week notice, and that left me feeling bewildered and betrayed. What’s bad is that it wasn’t the manager to whom I gave the notice that let me go. She understood my situation. It was another manager that found out about it the next day that called my recruiters and told them to tell me not to come back.

Here’s a little background information about the situation that I believe a lot of hard-working individuals can relate to that would lead up to a Notice: Starting out at 40 hours a week, with some serious budgeting, everything was fine. The issues occurred once all the contractors got dropped to 30 hours a week due to “less demand.” Now, to be honest, I didn’t think ten hours less a week would make that big of a difference to a paycheck. I was wrong!

Courtesy of Calculators.org, here’s a little project for you. Use the link below (or your own calculator if you prefer) and calculate how much you make an hour multiplied by the hours per week you currently work, then use a different tab to calculate that wage at ten hours less per week. Check out the difference all the way down to the annual amount (or with a personal calculator, multiply your amounts by 52). The difference is crazy, right!?

I spoke with manager #1 about my financial situation for a few weeks and finally placed in my two-week notice of leave that Wednesday through email since she was out of the office that day. She was fine with the arrangement. Unfortunately, she had to go out of town for the rest of the week and told me that she would see me on Monday. I say “unfortunately” because that Thursday, another manager found out about my notice and that’s how I got fired. That Monday, I called manager #1 and she apologized continuously about what had occurred while she was away and ensured me that she would have stopped it had she known what was going on, but the deed was already done.

I share this story because right after I got that phone call telling me not to return back due to manager #2’s orders, I caught myself questioning everything that I believed in about a notice. I mean, if I had just stayed quiet, I would have still had a job! And if I had known that they would drop me out of nowhere, shouldn’t I return the same “courtesy” and had left them out of the blue without warning!? It was when I had the thought, “I’m never giving a leave notice ever again!” that I had to stop and truly process what had happened. Manager #1 had done everything correctly and caringly. Manager #2 was the one that took advantage of my notice letter as an excuse to let me go immediately, without Manager #1’s knowledge.

There are bad managers everywhere, but that shouldn’t mean that I disregard the help that the good managers have offered me. I write this blog as an attention call to those who question and disregard the importance of a leave notice.

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Benefits of the Notice:

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1) Time to Find a Replacement

If you work at/own a company that has a low turn-over rate, then finding a good replacement can be time-consuming, especially if the individual that is leaving is greatly specialized in that specific position. Employees that feel comfortable with providing a leave notice also provide you a buffer time to find the perfect replacement instead of rushing to fill the position as soon as possible.

2) Positive Network Connection

If someone is giving a leave notice, it’s rarely going to be just for the heck of it. There are countless reasons that one will give a Notice, but don’t burn bridges due to it. New opportunities can lead to new growth, so if the individual decides to reapply again in the future, they would be able to provide much more than they can now.

3) More Respect

When one shows consideration and understanding for another’s situation, that builds a lot of respect for that community. In the long run, that respect can turn into more opportunities for the company as repayment.

Consequences of Not Respecting the Notice:

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1) Trust issues with previous, current, and future companies.

As I mentioned earlier, that one event was enough to make me consider never giving a notice again. I’m sure that I’m not the only one who has gone through something like this and thought the same idea. Many businesses do respect the notice, but it’s the few that don’t respect it that not only cause replacement issues for future employers but also create trust issues within the business. The mentality will be, “If you didn’t respect so-so’s notice, then why should I trust you with mine?”

2) Word gets out among coworkers.

Believe it or not, coworkers do make friends with each other, and many will continue to communicate even after termination and disabling the ex-employees' accounts because social media is still a thing. I contacted my fellow contractors to let them know what had happened. How they will choose to respond is completely up to them, but I can guarantee that most will at least be cautious about their notice. This wasn’t to hurt the company but to protect my coworkers from having to go a few weeks before their new assignment begins. Even for friends that might inquire about working there in the future, my first thought will always be to warn them about what happened.

3) Businesses hurt their own growth.

We are all still growing and connecting with each other. Many have the desire to help others, especially when they have helped us at some point. When a leader does an employee wrong, that connection is damaged, and unfortunately, the whole business (not the individual) is usually blamed. And because complaints are not always shared with those in power, the business will continue to take damage without any knowledge of the source. Remember, talent is learned but commitment is earned.

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The notice is a two-way form of understanding. For the company, it’s an alert to find someone new for that specific position. Even if the business has a high turn-over rate, it still gives the flexibility to find the best replacement instead of settling on someone at the last minute due to immediate demand. For the employee, it’s a way to explain the transition and to hopefully still maintain a strong network with the company for future opportunities.

But what do you think? If a company can let go of individuals without cause and without notice, should the company also openly state that a notice is not required? Do you, as a business owner or as an employee, believe that a notice should be done away with completely and if so, why? I would love to hear your thoughts and hopefully share those thoughts on future blogs!

Please connect with and message me on LinkedIn

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Take care,

Kyndall Bennett @KyrabeStories

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