Show Notes: Episode 196 – How to Quit Your Job Without Burning Bridges
June 3, 2024

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This transcript was created using an automated transcription service and may contain errors.

Susan 00:01
How to leave a job is not something that you learned in school, nor does anyone in the business world teach you how to do it.

Susan 00:09
Welcome to The JoyPowered® Workspace Podcast, where we help HR and business leaders embrace joy in the workplace. I’m Susan White, owner of Susan Tinder White Consulting, an HR consulting practice. Joining me is my co-host and dear friend JoDee Curtis, owner of Purple Ink, a large-scale HR firm that I’m an executive collaborator with.

Susan 00:29
Today, we’re going to talk about how to quit your job without burning bridges. The Bureau of Labor Statistics reported on March 6, 2024, that 3.4 million Americans quit their job in the most recent month. Of those 3.4 million “I am leaving” decisions, I wonder how many communicated in a way that left both the employer and the soon-to-be former employee feeling good and the door open in case the individual ever wants to return, or at least have a decent reference provided. In my career, I managed people for well over 30 years and had a good number of direct reports and indirect staff members move on to other jobs along the way. I’m – JoDee, I would say that 95% were good people who exited the company I worked for in a very professional way. But oh, man, that remaining 5% has left me with some bad memories. How about you?

JoDee 01:24
Yeah, totally agree. I would say the majority of mine have been positive. You know, I always talk about my public accounting days where it was considered, you know, exceptionally bad professionalism if you quit in December or January.

Susan 01:45
The season getting ready for taxes. Yeah.

JoDee 01:47
Right. But that, you know, it’s difficult, right? Sometimes people get opportunities that come at those times or life changes that happen, you know, maybe a sick parent or they want to live closer to family when they have a baby, and… So those were not always well received by people they worked for, so.

Susan 02:12
Understandably, given that industry, yeah. Well, how to leave a job is not something that you learned in school, nor does anyone in the business world teach you how to do it.

JoDee 02:22
Right.

Susan 02:22
Leaving an employer when you know you’re going to be creating a hole that is going to be – make your boss, your boss’s life hard for at least the near future, I think it’s something to really pause and think through how you want to do it.

JoDee 02:35
Exactly.

Susan 02:36
It may be that you do hate the job, or you don’t care for your boss, or for whatever reason, you’re just absolutely thrilled to exit where you’re currently working. And in those cases, you may be tempted to use your quitting as an opportunity to tell off your boss, let the company know you’re relishing leaving their awful organization, or you have your “take this job and shove it” moment, right? That’s human. But today, we’re going to talk through why that isn’t to your advantage in the long run. People quit jobs for lots of reasons. Maybe you are ready for that next career change. Or maybe you’re motivated by a higher paying job, or better, better benefits, or a career path more in alignment with your career goals, or a location that’s closer to home, or a company that’s more flexible with where and when you work. Or maybe you just have friends at another company that you want to go work with. But how you exit a company for any reason, good or bad, it really does leave an imprint on that company, and your personal brand and reputation. So I thought we could spend a little time, JoDee, talking about some quitting horror stories that we’re familiar with. And I’m going to start off with my own putting horror story that I still regret to this day. And gosh, I think about – this is almost, I’m gonna say more than 35 years ago, I was working… I’d worked very, very hard – imagine, this is the late 1970s, the economy was not doing too well, it was hard to get a summer job. You were competing with all these high schoolers who could work year round, and you know, I was only in town for three months, so I knew – it was right after my freshman year in high school – or I’m sorry, my freshman year in college, and I was lucky enough to get on with the city parks department. And I thought this was going to be a dream come true. I was going to end this summer with a tan and money. And I was assigned a park, city park and they said that you’re going to be kind of like a rover, you’re going to do different jobs. And because you get out of college so early, like beginning of May, we’re going to put you for the weekends working in this concession stand at this little lake in the middle of this park. And I was so excited. I thought I’d love to work where they had a, you know, food product and I was gonna be selling tickets for the little boats on this little lake, and this was gonna be so fun. I went and reported on a Saturday morning and they told me the park ranger was there to train me, he gave me, like, 10 minutes of training, and I was going to a 12 hour shift, and I was on. I was on. It was beautiful day, the line always had at least 30 to 50 people in it. I was, ended up selling raw… I don’t know, I guess they’re not raw hot dogs, they’re pre-cooked, but cold hot dogs. I’d lost the ice scooper at the bottom of the ice machine. It was like, I was, I was, oh, this horrible day, and then I had to go back on Sunday and work another 12 hours. And the park ranger came once a day just to check in, “you doing okay?” and I’m like, “not so much,” and then they would leave. So I cried all Sunday night. I woke up on Monday morning, I called the city HR department and I quit. And I still feel bad about it. I didn’t give you any notice, I just said I didn’t have any more transportation, I wouldn’t be back. Oh, I felt – I still feel bad about it. That’s my horror, my personal regret. So if anyone with the city of Indianapolis from 35 years ago or more, my apologies to you.

JoDee 05:55
They’re gonna track you down now. Right?

Susan 05:57
I know. Have you ever had a quitting horror story yourself?

JoDee 06:01
You know, I really don’t. I have, as a matter of fact, many times I’ve given really long notices too, you know, one time – I think, twice, I’ve left a place and told them I would stay for up to six weeks. And then when I quit my job to start Purple Ink, I actually worked part time for them for, for over three months…

Susan 06:01
Oh, my gosh.

JoDee 06:13
…to find my replacement and train my replacement. So I’ve been really good about quitting. But I will tell – I don’t think she listens to my podcast, so I’ll tell a story about my daughter. One time she worked in a restaurant for several years as a hostess, and a friend of hers had told her about a new restaurant in town that was looking for a hostess, so she went out there and it maybe was a sign that there was a problem in that she pretty much showed up and said, “hey, you know, I’m interested in a job and I heard you’re hiring,” and they said, “Yes. Can you start tomorrow?” So it was a pretty quick process. And then she went to work. It was a Saturday night, they were jam packed, like you said, lines…

Susan 07:30
Yes.

JoDee 07:31
…out the wazoo. And she ended up being a server and a person who delivers the food to the table – I forget what that job is – as well as being hostess, and she had zero training. Like, when – the minute she started, people started coming in the door. And I can remember her calling me from the bathroom in tears and saying, “I don’t know the difference between coleslaw and macaroni salad.”

Susan 08:08
Oh, the poor thing.

JoDee 08:10
She was so frustrated, and that was the last thing that happened, and, and she stayed till the end and then she, she called them the next morning too and…

Susan 08:22
“I’m not coming back.” Yeah. Aw. Well, I’ve seen a number of other, I would say are kind of horror stories about quitting. And I hope that the people that have done it probably feel a little remorse now. Let’s hope. I’ve seen people who – not working for me, but in my role as HR, I’ve seen people go to lunch and never come back, and like, by one o’clock, we’re wondering if they’re coming, by two o’clock, we’re thinking they might not, by four o’clock we realize we just, we’ve been quitted by somebody, right? Or just stop coming to work. I mean, that’s very common, I’m sure, with many employers out there, that you have employees that are there one day, and maybe they’re there for months or years, and they just stop coming to work.

JoDee 09:01
Right.

Susan 09:02
No notice, don’t tell anybody.

JoDee 09:03
And so much more common now, don’t you think, than it was years ago?

Susan 09:07
I mean, there’s so many more choices, right? People can go do things. But guys, if you’re listening, if you’ve ever thought about doing that, don’t do it. Right? What are the things you’ve seen as an HR professional about horror stories?

JoDee 09:19
Well, again, a lot of my – what was, became a horror story for the firm was when people would quit around a busy season or in the middle of a busy season. But one of my, a story I think of all the time about a guy who quit in public accounting, and it was not during that time, and he had so many people reach out to him after he made his announcement, and he had given them plenty of lead time on it, but he told me that he was then swarmed by people in the firm that came to him and said, you, you are such a superstar here, we, you are well on your way to partner track, you, we’d do anything to keep you here. And he said, I wish, I wish I had known that. Like, he had no idea how well thought of he was until…

Susan 09:28
Until he said I’m leaving.

JoDee 10:28
Yes. And it’s just always so fascinating to me. I mean, like, I remember that moment when he came in my office to tell me that. So it wasn’t a horror story on his part, but I think kind of a horror story to the people he worked with all the time to think they had not ever said those words to him.

Susan 10:51
And at that time, it’s too little too late, I’m sure.

JoDee 10:53
Yeah, too late.

Susan 10:54
Oh, I’m sorry. Well, I have seen people that have just – and today, it’s not unusual if people quit by text or they send an email saying that this is their last day. When you think about that, that – How caught off guard the boss is by that and you’ve got no notice, no time to do transition. That is a real horror story.

JoDee 11:14
Right. I, you know, I guess I should say I’ve had people quit by email, people that I worked with for a long time and had a big, you know, what I thought was a very close personal relationship with me that I think just couldn’t bring themselves to say it out loud to me, even on a zoom call or a phone call or something.

Susan 11:37
Not good. Not good form.

JoDee 11:39
Yeah. You know, another way, some people will ask a coworker to let the boss know they’re not coming back. Like, ouch, right?

Susan 11:50
Right. Oh, come on. I’ve seen where people have put it out on LinkedIn that they’re starting a new job without communicating the news to your old boss, or to your team members, or to your clients. What are you thinking? I love LinkedIn for a lot of reasons, but it’s after the world knows – the people who should know know, right?

JoDee 12:08
Right. I’ve seen that too. And then even – this, ugh, so awful – having your parent or a partner notify the boss that their adult child or spouse isn’t returning.

Susan 12:25
You know, listeners, if you have a personal quitting regret story, or you’ve experienced being on the employer end of a quitting horror story, and you’re willing to share, send us a note. We’d be happy to talk about it, because maybe you need to get it out, and we’re happy to get the word out about why that’s bad form to do.

JoDee 12:42
Right. Agree.

Susan 12:44
So Jennifer Herrity wrote an article on indeed.com on February 2, 2024, entitled, “How to Quit a Job in a Professional Manner.” So let’s talk about her step-by-step approach.

JoDee 12:57
Number one, start by deciding whether it is the right time. Like, are you just thinking about quitting? Do you actually have a job offer yet? Or do you think you’re going to get a job offer? It could be you’re just jumping the gun too early in the process. I definitely have had that happen to me or, you know, when I was an HR director that they reported that to me that they were leaving and then things happened in between or there were more negotiations, but for the most part, many of those people then ended up staying with us, but two months down the road, they’re leaving again, right? So you know, maybe it was time for them to leave, and they got sort of sucked back in.

Susan 12:57
Exactly.

JoDee 12:59
Yeah.

Susan 12:59
I think that when you’re ready to leave, you’re emotionally ready to disengage, and then for whatever reason, maybe things fall through and you stay, you know, you’re still emotionally not as engaged as you were, and I think management looks at you differently, you look at your job differently, so I do think that it’s, when you quit, make sure you’re really quitting. I have also seen where people quit, and then the deal does fall through or for whatever reason, they decide not to leave, and the organization says, hey, listen, we think that was the right decision. We are honoring your resignation. We’re not going to bring you back.

JoDee 14:29
Yeah.

Susan 14:29
And that can be really uncomfortable, so…

JoDee 14:31
Right.

Susan 14:32
Be ready to go. Make sure you’ve got your I’s dotted, your T’s crossed before you give your notice. Yeah. Second point that she makes in her article is give at least two weeks’ notice. Now, you’re not required to, unless you’re on contract and that’s built in the contract. In the US and most places it’s employment at will, you could vote with your feet any day you want. Your employer can ask you to leave any day you want as long as it’s not, you know, discriminatory, discriminatory or illegal reasons. But two weeks is not long for any job for that employer to figure out how are we going to backfill, if they’ve done a good job succession planning, maybe it’s easier said than done – or maybe it’s easier to do. But most organizations, you’re creating a hole. So two weeks is professional. I know when I get involved in hiring people, if they’re willing to leave right away, I suspect there’s something wrong, or they don’t want to give their current employer a good notice period. It makes me look at them differently. So I think it’s really important to give that two weeks.

JoDee 15:27
Yeah.

Susan 15:28
At least.

JoDee 15:28
I agree. I have been in many situations where someone gave a two week notice and we said, you know, we’ll, we’ll pay you for the next two weeks, but we think it’d be best today if you leave. Maybe they were going to a competitor, or it wasn’t really working on our end, either.

Susan 15:52
When I have somebody – I have had people come to me and say, oh, Susan, I want to quit, and they told me I could leave today, but they’re gonna pay me for the time. I always say, listen, you’re getting a jumpstart on your next career, or you’re getting a chance to take a breath and have a little vacation. Don’t take it personally. That’s a standard operating procedure with a number of companies, because they don’t, you know, the information that you hold now, they want to make sure that they, you know, none of it leaks, they’re, you know, that’s just part of their security control. Don’t take it personally. Yeah.

JoDee 16:21
Right. Number three, write a letter of resignation. You know, I think gone are the days where people write notes or letters anymore, but I love this one, to think about having a document of what’s the effective date, the why, express your gratitude, sign it, right, go through the process of giving them something for the, for their files, and you have a letter that shows, you know, when you sent it and all that as well, too.

Susan 16:55
I agree, I do think you verbally need to tell the person you’re quitting. I mean, that, they deserve to hear it from you. But accompany it with a letter or follow up with, with a letter. I think that is first class.

JoDee 17:05
Do both, right.

Susan 17:06
Yes, exactly. Right. Number four, Jennifer writes, give feedback on why you are leaving, if you’re comfortable. You know, I recommend that you be balanced. I think that it, when you’re leaving an organization, the burning the bridge is where you tell them everything they’ve done wrong and that you would never darken this door again, I’m shaking the dust of this place from my feet. You don’t want to go down that path. But you can, it’s a wonderful opportunity, if there’s something that’s not right in the company, you can share what it is that you appreciate, but how they can be – secondly, how they can be even more effective. It’s a wonderful gift for you to give that really is the dividend is for all the people that are still there, that maybe you, your voice about something that’s wrong that needs to get fixed could have some impact. It may not, but it could. So I suggest be balanced as you do it.

JoDee 17:53
And number five, schedule an exit meeting with someone in HR or your boss to have a verbal conversation about this. You know, I hear lots of different opinions on the employer side about the interviews. You know, sometimes I’ll hear, “well, they’re not honest about them anyway,” or “it’s a waste of time,” or “they just want to complain about us.” But I think when you drive the interview process, right, hopefully no one is going to turn you away from that and to give an opportunity to say thank you, and maybe what went well, and some things that could be improved as well. But you know, if you think about all the conversations you had coming in to the organization on the recruiting side, don’t – you know, leave them with a discussion on the way out, as well. And you know, of course, try and make the transition easier on the company to do that. Some things you could offer for the pain of change, you know, it’s not always easy to, to make a change. I know some of my most nervous times in my working career were when I was telling them I was leaving, which I think is why so many people just don’t want to have that conversation, right? They just want to email or text or not show up anymore.

Susan 19:28
I had a boss early in my career and he had been such a supporter of mine. I was working in our bank branch area, and he kept giving me more and more responsibilities, and I had the opportunity to move into HR, and I just, I remember going out to his house to tell him and he lived on the west side of town and I was on the east side, and I had to stop the car on the way there because I thought I was gonna throw up. I didn’t throw up, I kind of dry heaved, got back in the car and I went to his house and I mean it was the hardest thing I had to do to tell him I was leaving and you know what, he, he didn’t like it, but eventually he took it really well. I mean, just, it just took some processing time.

JoDee 20:04
Now that is an interesting scenario, especially, you know, for the time. I mean, it’s not like in today’s world where so many people work remote. What was your thought process on physically going to his house?

Susan 20:21
I knew I had to tell him in person. I just had to tell him and I didn’t want – and we didn’t work together. I mean, he, physically he was in charge of a, a swath of, of branches, maybe, I don’t know, 30 branches, and I was at one of those branches. And so I was, he was either going to have to come to my branch or I was going to have to go see him or meet him somewhere. So I went to his house. It was tough, real tough.

JoDee 20:44
You know, Susan, that does remind me of a scenario I had that, I didn’t think it was a horror story on my end until I heard people on the other end afterwards talking about it. But one time when I left a job, my boss, the CEO of the company, he was, we had other locations and he traveled a lot, or sometimes even when, would work from home when nobody else was working from home. I mean, so many times, we never really knew if he would be in the office or not.

Susan 21:22
Sure.

JoDee 21:23
And so I knew I was leaving, and of course, I wanted to do it face to face. And so I went to his assistant several days in a row saying, you know, will he be in today? Will he be in today? Will he be in today? And it just, and then I started, I left him a couple of voicemails, and I sent him an email and saying, hey, you know, I really would like to talk to you and I’m trying to figure out a time when you might be in the office. And then one day, he just called me. So I said, you know, I really wanted to do this in person but, you know, it’s…

Susan 22:10
Yeah.

JoDee 22:11
…seems like we’re not going to be in the office on the same day, so I wanted to tell you that I’m leaving the organization. Well, unbeknownst to me, he was in the middle of a golf game on the golf course. And then he proceeded to tell the people he was golfing with and then later the rest of the executive team that I had, you know, talked to him on the golf course and quit. And I’m like, now, wait a minute.

Susan 22:41
You had done everything you could to get him in the office.

JoDee 22:43
It’s been almost two weeks! Yeah. Now, I will admit, I didn’t think about going to his house. So maybe that’s where I messed up.

Susan 22:50
That’s funny. That’s, that’s funny. Number six recommendation is conclude and transition your work. And so the fact is, if they ask you to leave immediately, you’ve done all you can do. Give them your keys, your computer and go. But if they’re letting you work through a resignation date, you know, I do believe putting together a transition plan – “Here’s everything I’m working on. Here’s who knows about it, here’s where the files are, here’s what the deliverables need to be.” – I think that’s so important because you want to leave in a way that they, everybody feels good about it. Now, I used to be in a department where people said “whoever quits gets blamed for everything.” So whoever’s gone is to blame. And I can’t say it won’t happen to you. But do your best before you leave to really leave them a good transition plan. I can think of one job I was leaving inside this organization, and the boss I had really wanted me to wrap up everything I, I had, and I could not, I mean I physically couldn’t wrap it up. There was a lot of pressure. She wanted things wrapped up. She wanted, she wanted me to write the job posting for the job. I mean, I kept thinking, this is why I’m leaving this person. I mean, come on, this is your job. But I did it. I did everything I could, because I was going to be in the same organization, I just wasn’t gonna be working for her anymore. But yeah, I want, I want to leave on a high note. I mean, that’s the way you want to leave, because they’re gonna remember how you made them feel, and I want them to feel good about me.

JoDee 23:01
Yeah. Yeah. You know, now all these stories are coming back to me, Susan. But one time I left a job, and I had, I was pregnant with my first child, and I had told them I was not coming back after maternity leave, so you know, when I had the baby, that was my last day. And so as it got closer and closer to me getting ready to deliver I would, like, write out on a piece of paper – back before we used computers that much – kind of a plan every day. Like, if I don’t come back tomorrow, here’s what needs to be done. And then interestingly, my dad ended up dying in there the week before I had the baby, so I did leave earlier than I thought. But a couple guys I worked for said “Never have we ever had someone so organized about…

Susan 24:11
No kidding. That is amazing.

JoDee 24:32
…letting us know what…” You know, and of course when, you know, it’s maternity leave it, I mean, it ended up to be bereavement leave first, but I really did try and keep a very detailed list of everything.

Susan 25:29
I can’t imagine being in that kind of grief as you’re getting ready to have a baby. I’m so sorry you went through that.

JoDee 25:34
Yeah, yeah, I know. It was not good timing. Number seven is share gratitude for the opportunity. Thank your bosses and colleagues up and down the chain. If you haven’t already LinkedIn with them, to do that, share your personal contact info if you’re comfortable doing so, so that you continue that professional network with them or, you know, you never know where you may end up being a client of theirs or…

Susan 25:58
Yes, or maybe a client of yours. Right.

JoDee 26:12
And I know, at least for me, every job I ever had, and I didn’t have all that many, but you know, I learned in good places and in not so good places. I learned a whole lot by being there.

Susan 26:28
And thanking them for the learnings. They don’t have to know they were things I, I’ve learned I’m never going to do that.

JoDee 26:32
Right.

Susan 26:32
They don’t need to know that. You’re appreciative of the learning. That’s so cool. Well, you know, JoDee, in all of our podcasts when we have guests, and today, we don’t have a guest, we always ask them JoyPowered® question. So I was going to ask you and I was going to share mine, an example of a JoyPowered® quitting that you’ve personally been involved in, either you quitting or someone quitting with you, that was really JoyPowered®.

JoDee 26:55
Well, it would probably, mine would probably be the first employee I had at Purple Ink. And by the time she left, I had several other people, but for a while, it was just the two of us. And she ended up, her, she was just a real superstar and real joy to work with, and her husband was transferred out of state, but we decided, and again, this was way before times when many people were working remotely, that we wanted to try it for her to work remotely. And then she ended up going part time. And then she even said, hey, you know, I’m taking on this other role, but if you need me give me a call, I could still do some projects. You know, it was just, like…

Susan 27:53
A real gradual easing out, right?

JoDee 27:55
Yes, very gradual. And we had really built a strong relationship, and I was so appreciative of everything she had done that… Now, I realize that not everyone has the opportunity or the situation to do that, but that was definitely my JoyPowered® one.

Susan 28:18
Oh, I, wonderful. Graceful, very graceful. Well, and I would say, Tom, if you’re listening, you were my very best JoyPowered® quitting that I ever experienced. Tom worked for me and he, for many years, and he was just a terrific partner, terrific staff member, and he had the opportunity to switch careers, to leave HR and go into, like, financial management. And so he got selected for this elite financial management training program that was going to start, like, in three months, and so what – the beauty of that is that he gave me that notice. He worked like a dog for three months not only wrapping everything up, positioning everything for the next person, and he recruited for, selected his replacement. He just made it absolutely very, very easy. So I – thank you, Tom. If you’re listening, thank you.

JoDee 28:24
You know, Susan, that makes me think of a, another question related to this. What advice would you give to someone about hiring their replacement? Like, I have done that twice where I hired my replacement, and I think there can be some good and bad.

Susan 29:29
Yeah, I’m gonna say the pros are you know the job better than anybody. You know, the challenge is, when you explain the job, you’re gonna give a realistic job preview that your boss isn’t, because they don’t, they don’t know it as well as you do, and you can also recognize what the needs are of the client and you could try to fill those. So I think those are real pros. I’m gonna say the cons are, I think it’s important that the boss and this person have a bond, that they really are excited about working with each other. And if that boss isn’t vested in that selection, in the, in the recruiting and the, the nailing down that person, I think it’s going to be a little awkward, and it may not work out. So that would be my, my risk. What do you – what are your thoughts?

JoDee 30:09
Yeah, I agree. Well, the first time I did it, I think it went very well. I led the recruiting process until I got down to about three candidates, and I left on very good terms, and it was a very excellent opportunity and a great place to work and, and all of that. And then when I got to those final three, I was out. You know, an executive committee took it from there and I was not involved in the final stages, which I thought was good. The second time I did it, I was leaving because I was in a culture that was not positive, and so even just during the recruiting process, it was difficult for me, right, to be… I wanted…

Susan 30:55
Positive about a job. Yeah.

JoDee 30:56
Right. It was hard for me not to be totally honest, but I think I did the best I could. In the end, it was kind of interesting, because I told the candidate I was leaving to start consulting, and I hired a consultant who wanted to come back inside, you know, so I could talk to her about sort of why I wanted consulting, and she could talk to me about why she didn’t anymore, and… I think that one worked out too, but that was very awkward for me.

Susan 31:33
Fair enough.

JoDee 31:35
Susan, we have a listener question today, which I found very interesting. Is there any value to starting an AA meeting site while at work?

Susan 31:49
I think that AA, or Alcoholics Anonymous, is a wonderful and needed resource in the lives of our staff members. I support anyone going to group meetings, and as an employer, maybe your EAP pointing people to AA meetings in your location or that person’s location is so important. However, I gotta tell you, I would be reluctant to start one in my workplace. And here’s my rationale. I don’t want the company, I don’t want managers, I don’t want supervisors, I don’t want coworkers aware of who’s attending meetings. And when you have it on site, it’s just a little too visible, I think. Instead, I would make sure that the EAP we contracted with are experts on this topic and regularly helping employees find meetings convenient to either, you know, your office or their home. We will put in our show notes a link to how to start a new AA group, because you may, listener or listeners, you may feel differently, and you want to pursue it. But that would be my point of view. I just think it’s too visible in the workplace. JoDee, do you have any differing opinion?

JoDee 32:54
No, I 100% agree with you. I think it’s a great question, and I suspect there are many people who have thought about it because they want to support people who might be in difficult situations, but help them do it somewhere else.

Susan 33:14
Yeah, I agree. Well, it’s time for in the news. SHRM HR Magazine winter 2023 cited a ResumeLabs Job Applicant Behavior Survey of 1,900 US workers in August 2023 that reported 70% of US employees say they have lied on their resumes. 70%!

JoDee 33:38
Crazy. And 80% – so it’s even worse – say they have lied during a job interview.

Susan 33:48
Ouch.

JoDee 33:48
You know, I know I’m naive, and I have the Positivity strength from CliftonStrengths®, so this, these are very difficult for me to even look at or believe, but I’ve heard different statistics around this for many years, and I think it’s true.

Susan 34:10
I just, I would be so nervous if I lied that they would figure it out, they would find out, it would be a career breaker. I just, I, it blows me away, these stats. Even more surprising, the survey said that 36% of hiring managers say they have lied to candidates about the role or the company’s hiring process. Ugh.

JoDee 34:30
Ugh!

Susan 34:31
I know, oh.

JoDee 34:34
That makes me very sad, both ends.

Susan 34:36
Very sad, very sad. It was Shakespeare who wrote “Oh, what a tangled web we weave when first we practice to deceive.” I believe that you can get lost in your lies. What if you lied during an interview as a manager and that employee starts and then they’re gonna look at you when you, they realize that’s not really what’s entailed in the job, or that’s not really the career progression opportunities I have. That person is going to leave you. You know, they’re gonna vote with their feet. So starting with falsehoods is no way for an employee or a manager to begin what should really be a strong, trusting relationship. So our advice is, be honest, be straight with people, it will be a JoyPowered® relationship.

JoDee 35:13
I’m with you. Please turn in next time and make it a JoyPowered® day.

Susan 35:20
Thank you. If you would like SHRM recertification credit for listening to this podcast, please visit getjoypowered.com/shrm. You’ll find an evaluation of the podcast and once you complete the evaluation, you will see the SHRM recertification credit code and a link to a proof of participation certificate. Again, that’s getjoypowered.com/shrm. Thank you for listening, and thanks for your dedication to the HR profession.

JoDee 35:49
If you liked the show, please tell a few friends about us and let us know what you thought by leaving us a rating or review on Apple Podcasts. You can find more information on our podcast, our books, our blogs, and more at getjoypowered.com. We’re @JoyPowered on Instagram, LinkedIn, and Facebook and you can send us an email at joypowered@gmail.com Make it a JoyPowered® day.

Emily Miller
Emily Miller
Emily works behind the scenes at JoyPowered, helping to edit and publish the books, producing the podcast, and running the website and social media.

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