Data from the U.S. Bureau of Labor Statistics suggests the number of jobs a person will have during their lifetime is 12. That’s a lot of resignations. How one leaves a job says much about a person.  

For a person who is paid hourly, it is normal to provide the employer a two-week notice.

For someone in a salaried position, the length of the notice is often 30 days.  

When a person accepts a new job, they tend to be excited. It is normal for their employer to ask, “When can you start?” The person accepting the job may interpret this to mean “the sooner the better.” Therefore, they might decide to leave their current job sooner than the standard exit time of two weeks to 30 days (depending on the role).

Unfortunately, this earlier-than-expected departure can put the current employer in a tough spot. One might say, “Well, it does not matter, for the person will no longer be working there.” But it does. How one leaves reflects a person’s character–and it may determine whether the door is left open should they later want to come back.

Here are some tips to follow when leaving is a possibility or a sure thing:

Be straight up. If you are applying and/or interviewing other places, let your leader know. The exception is if there is a concern that you would be asked to leave right away (and if that’s the case, it is not a good place to work anyway).

In my experience, communication with your supervisor leads to wins. It can lead to a healthy conversation, which may end with the person’s deciding to stay. It also helps the leader put in place a plan in case the departure does occur.  

Remember, your supervisor can be helpful in the search. Life happens, and people leave for many reasons — from career growth to a life change.

One example: A person’s parents are aging, and they want to be closer to family. When the supervisor knows the reason you’re leaving, they can help support the search.

Ask your supervisor to be a reference. In most job applications and searches, the question of references comes up. If a person’s direct supervisor is not listed, it brings up the question of why. It may be seen as a red flag. It’s best to have this conversation with your supervisor up front.

My experience is that most often a person resigns without having shared with their supervisor what was going on. Even in these situations, the supervisor and company will usually wish them well. However, this does burn a bridge. This will impact the person if they desire to return and/or if during their career a past employer is asked about them.  

I understand there are times when a person is concerned that telling their supervisor they’re thinking of accepting a new job will be poorly received. It is sad and is not a good reflection on their current leader. However, I find many times this perception is not accurate.  

A person who keeps their leader in the loop in their job search and provides the organization time to have a good transition is appreciated. They will have a good reference for life–and, often, they will be welcomed if they want to return.

I was just in an organization where a person had just returned and was glad to be back. It is good to keep doors ajar in case they need to be reopened.

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Quint Studer is the author of 16 books on leadership in the workplace and the community. His book Building a Vibrant Community is a valuable resource for civic leaders, business owners, and all citizens who have a stake in building a community they can be proud to call home.

In Sundays with Quint, he shares a selection of his popular leadership columns for leaders, employees, and business owners in all industries. He can be reached at Quint@QuintStuder.com.