Quitting Your Associate Position Gracefully
If you are an embattled associate looking to make the transition to a better position, whether at a law firm or in the legal department of a larger corporate entity, the prospect of a difficult, years-long employment period finally coming to an end is freeing, and may give rise to an excessively bold mentality. In situations where one’s employment experience was particularly challenging on a relational level, one may feel driven to quit in a way that communicates their displeasure with their former position and perhaps with their colleagues. It’s important to quit your job gracefully however, as maintaining a positive relationship with your professional network can pay substantial dividends later on in your career.
Let’s take a look at various issues to be mindful of as you begin the process of winding down employment with your current firm or company and moving forward with your next position.
Avoid Giving Specific Reasons for Leaving
It goes without saying that outright complaining about your firm (and your various experiences at the firm) could damage your reputation and your ability to effectively network later in your career. In fact, as a general rule, it’s good practice to avoid giving specific reasons as to why you’re leaving, even if those reasons may appear to be relatively innocuous upon first impression. For example, even if your complaints about an ineffective mentorship program and how it hampered your ability to grow as an attorney are justified, and reasonable, your employer may have a different perspective — they may feel that your complaints do not take into account the significant cost of effectively implementing such programs, and that you have an inability to consider the larger context.
Given the possibility of your employer negatively interpreting any critical statements you make about the firm, it’s simply not worth being critical — instead, focus on the positive aspects of your employment experience, and give neutral career and personal justifications to explain why you are interested in making a transition.
Of course, nowadays it is increasingly common for firms (and in-house legal departments) to ask former employees about the work environment and to invite criticism as a way to help gather data to improve the workplace. Use discretion when completing such surveys. Again, be polite and be cautious about expressing significant disapproval. When being critical, pull your punches and maintain that the overall employment experience was positive.
Negotiations May Be Successful, But Come With Risk
In some cases, your employer will attempt to negotiate a way for you to stay on with the firm by offering a potential pay raise, promotion, or priority on better assignments coming down the pipeline. Though your current employer may field a generous offer to keep you on-board, it’s worth noting that there are risks associated with staying. Your commitment to the firm (or in-house legal department) will almost certainly be in question, and it could significantly affect your career growth ceiling. In most cases, it’s simply more advantageous to leave. With the aid of your legal recruiter, however, you may be able to use your counter-offer to negotiate a better offer from target employers.
Maintain Contacts
Even if you haven’t formed close friendships with your colleagues, it’s worth maintaining your professional relationships and keeping in contact (through social media platforms like LinkedIn, and through email) over the course of your career. Organically expanding your professional network is challenging, and professional peers who have firsthand experience of your capabilities can be excellent advocates for you during the recruitment process at a later stage of your career.
Be Prepared With Talking Points
It’s important to approach any exit interviews and interactions relating to your resignation with a plan. You do not have to develop elaborate talking points, but you should have a general idea of polite, acceptable reasons for why you are leaving your current position and exploring other options. If you do not have a few talking points ready, then you may feel confused or anxious when asked difficult questions, leading you to reveal thoughts that are better left unspoken.
Further, you may want to take the time to identify positive aspects of your colleagues and firm (or company) — by speaking positively about your colleagues and the company at-large, you’ll leave them with a better impression of your contribution to the workplace and they may be less likely to question your various justifications for seeking a position at a different firm or in-house legal department.
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Interested in moving to a different firm, or going in-house? Effectively navigating the recruitment process can be challenging without the guidance of a professional. As such, it’s important that you connect with an experienced San Francisco Bay Area legal recruiter. Here at Garb Jaffe & Associates, we have a long track record of success in placing attorneys with prestigious law firms and corporations across California, and will advise throughout the process to ensure that you secure an ideal placement.
Call us today at (310) 207-0727 to schedule a consultation.