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Minggu, 19 September 2010

Tips on Writing a Resignation Letter

If you're leaving your job, you're probably eager to get on your way. After all, it's the end of the old and beginning of the new. But before you walk out the door, consider writing a resignation letter.

A resignation letter serves two purposes:

1. It gives your employer formal notice that you are leaving your position

2. Your resignation letter is a way for you to stay on good terms with your employer. Even if you can't wait to leave your job, you may need your employer's help in the future with references, contacts, or information. If this is the case, a tactful and professional resignation letter is an investment in your career and worth the effort it takes to write.

Here are some tips to help you write a good resignation letter.

Be Brief and to the Point
A good resignation letter is brief and to the point. All you need to include is the fact that you're leaving and the effective date of your resignation.

But while writing a resignation letter, you may also want to thank the employer for the opportunity to work for the company and perhaps offer your help with the transition. While a thank you and an offer to help are optional, your letter may appear short and rather abrupt without them.

Sign your letter, and that's all you need to do.

Options for Writing a Resignation Letter
Depending on the circumstances of your resignation and your relationship with your employer, you may choose to write a more informative resignation letter. For example, if you would like to keep in touch with your employer, include that in your letter along with your contact information.

Or you may want to tell your employer why you're leaving, even though you're not obliged to do so. Only use a 'resignation-with-reason' letter for positive reasons. Unless you're intent on burning your bridges, are not using your employer for a reference or don't care about your professional reputation, don't use your resignation letter to air grievances.

Email or Snail Mail?
Whether you send an old-fashioned letter or an email depends largely on the culture of your organization. If your company conducts human resources business electronically, an email may be appropriate. However, if your employer does not rely heavily on electronic communication, you may want to write a standard letter. The information you include stays the same, whichever method you use.

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