When an employee voluntarily resigns, here are some immediate steps to take:

  • Ask for a letter in writing confirming resignation and date.
  • Prepare an exit interview.
  • Depending on the circumstances, decide if you would like the employee to stay for a two-week or shorter period.
  • Would you like the employee to continue certain responsibilities of the position as an independent contractor?
  • Setup a time for turn-over of workflow.
  • Organize final checks and payroll obligations.
  • Retrieve all company property including security badges, laptops, parking access, etc.
  • If appropriate, prepare a good bye party.

When possible, maintain a positive relationship as you never know when you will work with an associate again or see this person at an industry event.


Quitting any position can be difficult. Hopefully, the people in your company have invested time and resources into making you successful in your current position.

  • Check your employment agreement regarding resignation.
  • Prepare a brief resignation letter and personally hand this to your manager.
  • Calmly talk to your manager about your resignation.

Endings are as important as beginnings. Your resignation will likely leave a hole in the company’s infrastructure. Avoid burning bridges.

  • Be prepared to do turn-over and help the company complete your unfinished projects.
  • Offer to help hire and train your successor.
  • Be as pleasant and accommodating as possible during your final days with the firm.
  • If appropriate, ask your former supervisor for a written reference that will become part of your career portfolio.

Depending on the size of the company, your role in the firm, and corporate policy, be prepared to be escorted out the door when you announce your resignation.

Most important, do not resign your current position until you have a firm offer in hand.






When possible, determine a candidate’s salary expectation prior to beginning the interview process. When you’re discussing money, candidates may feel uncomfortable disclosing their compensation requirements upfront. Without upfront disclosure from a candidate regarding salary, a candidate believes that you will pay his or her desired rate once the opportunity to interview with you is arranged

  • What is your budget for the position?
  • Does the candidate’s compensation requirements fall within the grade range?
  • Is there flexibility to move a candidate up to the next pay level?
  • Has the market changed for the skill set you require?
  • Is the incoming candidate at a higher level of compensation than others in the same position in your firm?

Salary can be negotiated by the hiring manager, human resources or a recruiter. If possible, use a neutral “middle person” who can troubleshoot any sticky issues on either side.

In lieu of salary, consider offering benefits such as:

  • Flex time
  • Extra paid time off.
  • Salary review in condensed time frame based on early performance review.
  • Other non tangibles to reward performance.

All salary negotiations should end in a win-win.


Salary negotiations are a dialogue. To be the most effective negotiator possible, immerse yourself in books on negotiation.

Before starting a salary negotiation:

  • Learn your market value.
  • Ask for what you want.
  • Find out what the position offers in terms of pay and benefits.
  • Make sure you want the job.
  • Compare the offer to other options you may have.
  • Be flexible.

It’s typical to expect an increase over your past compensation. If you’re currently under market value, you want to make sure that you are adequately compensated in the market rate for your skill set.

When possible, work with a third party, such as a recruiter, to negotiate on your behalf.

Be positive and cooperative throughout the process. The negotiation is a reflection of how you will interact in the work environment.

Be prepared to walk if the position, compensation and benefits do not fit your needs. Trust that this is part of the process and something better will be there for you.


There are  days we question the value of our work.

Your job may have felt fulfilling when you first started.  Does it still feel this way?  If you’re between jobs, what can you do right now to create a positive work environment?

The key to putting passion into your work is to do more of what you enjoy professionally into your day.

Here are five ways to do this:

1.      Consider skills natural to you and those things you do easily.

Where do you spend time when you’re not working? You are more interesting when you have interests outside of your job.

If you naturally gravitate toward actions that feel easy, effortless and interesting, then know you’re on the right track. Work need not be hard or boring.  You will feel challenged and exhilarated when you do what you love.  You know you are in the flow when time becomes meaningless and work just clicks.

It’s absolutely within your integrity to have a position that pays your bills so that you can pursue activities you love off-hours.  It is not necessary to quit your day job to pursue another vocation.

Can you combine your work and passion?

2.  Make lists of what you want.

Set time aside on a regular basis to journal at length the activities you enjoy in your current work, as well as the things you’d like to do or experience. Let your imagination soar; there are no limits. This is a powerful exercise that will get you to where you’re going fast.

If you’re not happy now, consider what you do want your life to look like in five or ten years.

If money is not an issue, what would you be doing?

3.      Focus on the positive.

As you focus on the positive aspects of your work, negatives at the water cooler become background noise.

Negative situations with managers and peers can loom large.  You mull words and actions in your mind, waking in the middle of the night to think about the situation.   Shift your attention and think positive thoughts on things you want to achieve.  Focus on what you want for an outcome.

When you wake up, visualize your day.  Trust that things will work for you easily and effortlessly.  You’ll stay in the flow.

4.      Balance Your Day.

Balance is the key to integrating all the elements of your being.  Create space, as you would for any professional appointment, to take care of yourself.

Are you overdue for dental appointments or that annual physical?   Do you work out regularly and selfishly guard this special time?

Nourish your spirit.   Create breaks in your day to hear yourself and make decisions regarding issues in your life.

Maintaining perfect health frees you to focus on your true goals.

5.   Laugh-A lot!

We all find more joy and feel a great release when we laugh with our team.  Laughing releases tension and makes you feel good about yourself.  There are scientific studies on laughter’s ability to heal.

When you find reasons to laugh and have fun at work, then work becomes a more enjoyable place to be.

Watch funny movies, read funny stories and be near people who make you laugh.

Lighten up.

You can create your perfect life.   Knowing what you want and focusing will get you there. Have fun with this!



You’ve had a successful one-on-one interview with the candidate.  It’s now time for an introduction to the team.

  • Arrange one-on-one or small group meetings.
  • Few interview well in a group “Bar-B-Q.”  This isn’t a candidate roast.
  • Make the candidate feel comfortable and welcome.

Not everyone on your team may be pleased with a new addition.  Consider a feedback form to gather individual comments following interviews.

You can find the negative, or look for the positive, in every interview situation.

Make the hiring decision based on what’s best for your team and company.


The interview process is going well.

Questions to ask potential employers and managers:

  • Career advancement in this position?
  • What skills make someone successful in this role
  • How did you get started in this industry/company?
  • What do you enjoy most about working here?
  • What are our next steps?

******Questions to Land Job*****

Ask each person with whom you interview to tell what the job description is in their words.

Ask questions throughout interview, but save these for the end:

  1. If you don’t mind my asking… how long have you been with the company?
  2. How happy are you working here?
  3. How do you see me fitting into your organization?

For instant feedback on your interview ask:  When will you make a decision?