A former client of mine, let’s call him Marcus, had happily worked for a multinational corporation for 27 years. He thrived in his roles, was consistently given exciting opportunities, and built a strong global network.
Then, everything changed. ⚡
New leadership took the company in a very different direction, and Marcus felt the culture shifting fast. His role was downgraded, and after months of frustration, he made the difficult decision to leave.
But here’s where things took an even more negative turn.
He had a three-month notice period—and during that time, his frustration boiled over. He was bitter. He spoke poorly about the company and its new leaders. He let everyone know how unhappy he was.
And *that’s* what people remembered most about Marcus.
Despite nearly three decades of positive contributions, it was his final three months that stuck in people’s minds. The Recency Effect—where people tend to remember the most recent events more than past ones—was in full force.
When Marcus reached out for job referrals from colleagues he had worked with, the responses were lukewarm at best. His attitude during the final stretch had overshadowed years of goodwill.
Key takeaway? ✨How you leave is just as important as how you lead. ✨
If you could give one piece of advice about how to leave a job well, what would it be? Would love to hear your thoughts! ⬇️
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