Though not related to the NLPA or even procurement, I recently witnessed a crazy employment situation. \u00a0It involved a company that provides services in consumers\u2019 homes.<\/p>\n
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On a certain Friday, an\u00a0employee of the company didn\u2019t show up on time for one of the consumers. \u00a0The consumer unsuccessfully tried to reach the employee directly. \u00a0Then, after more time had passed, the consumer called the company\u2019s main office. \u00a0They were unaware of the situation, promised to investigate it, and get back to the consumer.<\/p>\n
While waiting to hear back from the company, the employee \u2013 a female in her early 20\u2019s \u2013 replied to the consumer, saying she and the company had a disagreement and she no longer worked for the company. \u00a0The following Monday, a representative from the company called the consumer and asked if the employee had showed up that day. \u00a0At that point, the consumer informed the company representative that, three days prior, the employee claimed to no longer be working for the company. \u00a0Strangely, the company representative was shocked.<\/p>\n
It appeared that the employee not only failed to give the customary two-weeks\u2019 notice for terminating one\u2019s employment. \u00a0She simply stopped showing up to work without telling her employer!<\/p>\n
There is so much wrong with this situation!<\/p>\n
While I don\u2019t think anyone calling themselves a procurement professional would do something so classless, I do think it is important to have conversations around the best way to terminate one\u2019s employment.<\/p>\n
Today\u2019s millennial generation \u2013 including millennials in procurement \u2013 is one that questions customary practices. \u00a0They want what was taboo to no longer be taboo. \u00a0They want things their way, not the previous generation\u2019s way. \u00a0This can be a great quality. \u00a0Sometimes, certain ways of doing things don\u2019t make sense and they shouldn\u2019t continue to be done simply because that\u2019s the way they were always done.<\/p>\n
But the two week notice is something that should never go out of style.<\/p>\n
Not just because it hurts the employer, though.<\/p>\n
Younger people in the workplace that seek new jobs have a particular challenge: \u00a0providing good references to prospective employers. \u00a0They don\u2019t have decades worth of prior bosses and coworkers to vouch for them. \u00a0Your mom may love you more than anyone else in the whole wide world, but putting her \u2013 or a drinking buddy or someone who has never worked with you \u2013 as a reference isn\u2019t going to have a great deal of value in a competitive employment environment.<\/p>\n
In fact, there are few references that can be more valuable than a former employer. \u00a0Some former employers are forbidden to provide information to prospective employers other than a confirmation of dates of employment. \u00a0Others didn\u2019t like the fact that an employee left, so the last thing they want to do is to help that employee find a better job.<\/p>\n
So, a good reference from a former employer is frickin\u2019 gold<\/em>.<\/p>\n Simply not showing up for work and leaving it to the employer to figure it out that you are not coming back doesn\u2019t seem like a good way to get the career-advancing value that a good reference can provide.<\/p>\n Even if you plan on having some class and giving two weeks\u2019 notice, you may be tempted to adopt\u00a0a \u201ctake this job and shove it\u201d attitude as you close out your time with an employer. \u00a0Resist that temptation!<\/p>\n In fact, make your final\u00a0impression as an employee a lasting, positive one. \u00a0Work for that reference. \u00a0Imagine the HR representative from the company that has an open position for your dream job talking with your last manager. \u00a0Imagine your manager raving about the great work you did and how s\/he wishes you would have stayed, but understands that you were seeking a better fit for your longer-term career aspirations.<\/p>\n You don\u2019t get that by accident. \u00a0You get it by consciously working towards it and asking for your employer to be a reference.<\/p>\n Document your work procedures. \u00a0Prepare your suppliers for the change. \u00a0Advise your manager of critical goods and services delivery dates and the contact information of the applicable suppliers. \u00a0Explain to your sourcing team the rationale for any impending decisions.<\/p>\n Exiting one employer gracefully can enable you to enter another employer gloriously.<\/p>\n Unfortunately, the subject of this story didn\u2019t understand that. \u00a0But, now, you do.<\/p>\n","protected":false},"excerpt":{"rendered":" Though not related to the NLPA or even procurement, I […]<\/p>\n","protected":false},"author":12,"featured_media":4038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3571","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-procurement"],"yoast_head":"\n