How to Leave My New Job for Another

[Stkrepp]

So I am a new grad, about to take my boards next month and I have been working on a cardiac stepdown unit through a GN to RN residency program. for the last month The program is good and I can tell that the managers of the program really want me to succeed, BUT, the preceptor I have been assigned to work with has made it clear that she thinks I'm an idiot. When I ask her questions, she often tells me I need to stop worrying about things that don't matter and tells me I don't actually have to go and do things that policy dictates, I can go and back chart it later (without actually doing it or doing it at a much later time than it should have been done). She tells me that sometimes she wonders about me because of some of the "silly" questions that I ask her. And last week she sent me off to get drinks for the patients and change sheets while she had learning experiences with nursing students instead of me. The nurse to patient ratio is very high for this type of unit (up to 6:1) and I am really hating it there. I know that this is not the type of nursing I want to do.

All of that aside, I got and offer from a different hospital on my dream unit (where I have interned before). I want to be a midwife someday and this is the tract I need to be in to get there and the pay is significantly higher (like $6/hr more).

I have already made my decision to take the 2nd offer. I am just wondering about how I should go about quitting. I have already written a resignation letter and I am just wondering how I should go about it. Should I email the manager the letter and then call her or let her call me. how should I do this?

[GM2RN]

Email would be enough, but have you thought about timing? Unless your current position dictates otherwise for some reason, I'd make sure that your current manager has your email two weeks prior to your last day on the job...no more and no less. Two weeks is generally considered to be the minimum length of time for a professional to give notice. Plus there is always the possibility that they will let you go as soon as they know you are leaving anyway, particularly since you are still in training, so unless you don't care that you are without a job for a period longer than two weeks, don't notify the manager any sooner than that.

[AJJKRN]

If you're going to burn this bridge then I wouldn't do so without telling the manager about your preceptor if they are truly acting this way.

What the manager doesn't know may happen to many many more orientee's.

Your mileage may vary. Good luck with your new adventure.

[AceOfHearts<3]

I disagree that email is enough. I think you owe it to your current manager to tell them in person or at the very least on the phone before emailing them your resignation letter. When I quit my job in my career prior to nursing my supervisor was on an assignment for months several states away- I called her then sent her my official letter.

I'd also like to add 2 weeks is standard, but my current nursing job that I'm leaving for another required 4 weeks notice. I agree though that since you are still being precepted they will likely let you go right away.

[Wuzzie]

Does the manager at the new job know you are leaving a coveted new grad residency spot after being there for a month? The reason I'm asking is the world of nursing management is quite small. If they know and they're fine with it then you're good but if they don't and they get wind of it you might find that job offer snatched away in a blink of an eye. I'd be darned sure you DO have a job at the other hospital before you tell your current manager and I'd tell them immediately in person, not by email. They should not be expected to pay any more money into training you if you are not going to stay at that job and there is likely another new grad out there who would die to get that spot. Frankly, if I was your manager I would be really ****** off! At minimum you can expect to be marked as a not eligible for re-hire. If this is a big hospital system that could burn you in the future. Do what you feel you must do but be aware of the potential consequences.

[GM2RN]

I disagree that email is enough. I think you owe it to your current manager to tell them in person or at the very least on the phone before emailing them your resignation letter. When I quit my job in my career prior to nursing my supervisor was on an assignment for months several states away- I called her then sent her my official letter.

I'd also like to add 2 weeks is standard, but my current nursing job that I'm leaving for another required 4 weeks notice. I agree though that since you are still being precepted they will likely let you go right away.

I figured that someone would disagree with just email, but I'm curious about your rationale as to why an in-person notice is "owed." Whatever is said in an email is more than adequate, whether or not an explanation is provided, but if not, no one is obligated to supply one. In my opinion, giving in-person notice just opens up the person leaving to questions that he/she may not want to answer, nor should they be required to. Now, I don't disagree that it may be a good idea to talk to the manager directly depending upon the circumstances, the relationship between manager and employee, and if there is any desire to keep a door open at all, but I certainly don't think it is necessary or owed.

I also did mention that two weeks is minimum unless her position dictates otherwise.

[GM2RN]

Does the manager at the new job know you are leaving a coveted new grad residency spot after being there for a month? The reason I'm asking is the world of nursing management is quite small. If they know and they're fine with it then you're good but if they don't and they get wind of it you might find that job offer snatched away in a blink of an eye. I'd be darned sure you DO have a job at the other hospital before you tell your current manager and I'd tell them immediately in person, not by email. They should not be expected to pay any more money into training you if you are not going to stay at that job and there is likely another new grad out there who would die to get that spot. Frankly, if I was your manager I would be really ****** off! At minimum you can expect to be marked as a not eligible for re-hire. If this is a big hospital system that could burn you in the future. Do what you feel you must do but be aware of the potential consequences.

I didn't feel like getting into all of this because it wasn't what she asked, but I do agree with you. Sometimes I just don't have the energy to attempt to educate someone who should be mature enough to do their own due diligence and to understand the concept of integrity, commitment and obligation. However, I do think that there are times when leaving a situation like this is warranted. I just hesitate to even say that because some people would use it as an excuse to leave a commitment just because something better came along.

[AliNajaCat]

Again I'm going to take a somewhat contrarian view on some points. Orientation is for both parties-- the employer, to evaluate the success of the new hire, and the new hire to evaluate whether this is really the right place for her. It is perfectly acceptable for either party to say, Ooops, made a mistake, this isn't working out. I'm also old-fashioned enough to say that a paper letter is preferable to a mere email. At very least you can send it return receipt requested (that little green card at the post office-- cost ya a coupla bucks but it's invaluable) so you know it's actually been received.

I agree with the don't-burn-the-bridges thing. Language to use should be something like, "Thank you for the confidence you showed in me by offering me this position. I appreciate that the program is good and I can tell that ( give the names of the managers or staff educators of the program) really want me to succeed. However, I have discovered that cardiac stepdown is not a good fit for my career goal of nurse midwifery, and therefore submit my resignation effective (date at least two weeks off). Please also extend my thanks to Jane Doe, my charge nurse, for her support. Warmest best wishes, Stkrepp." That's it. If then the nurse manager wants to call you in for an exit interview, you can dispassionately describe your interaction with your preceptor. You do NOT want to put any hint of this in writing.

HOWEVER: a caveat: We hear from a lot of new grads who have similar complaints about their preceptors. As it turns out, a lot of them are not the goddess's gift to nursing, they don't take feedback well (this is a skill they haven't mastered), and the preceptor isn't too far off the mark. Tread carefully, emphasizing your inexperience when you have this conversation so you don't come off as entitled and aggrieved, even if you think you should. Discretion is the better part of valor.

Finally, I strongly recommend that NOTHING happen until and unless the nurse has an ironclad offer of employment in writing (not email, hard copy) with a start date from the new place. If you don't have that, you don't have nuthin', and you'd be better off asking if you could have another preceptor and sticking it out like a grown-up, taking the opportunity to learn as much as you can where you are.

[AceOfHearts<3]

I figured that someone would disagree with just email, but I'm curious about your rationale as to why an in-person notice is "owed." Whatever is said in an email is more than adequate, whether or not an explanation is provided, but if not, no one is obligated to supply one. In my opinion, giving in-person notice just opens up the person leaving to questions that he/she may not want to answer, nor should they be required to. Now, I don't disagree that it may be a good idea to talk to the manager directly depending upon the circumstances, the relationship between manager and employee, and if there is any desire to keep a door open at all, but I certainly don't think it is necessary or owed.

I also did mention that two weeks is minimum unless her position dictates otherwise.

Would you like to open up your email and see that a new employee you took a chance on, spent money on, couldn't even personally tell you they are quitting? I'm not sure if there is a way for the OP to not burn a bridge, but I think not being mature enough to tell the manager in person or on the phone is a great way for the OP to ensure they DO burn a bridge. They don't need to say anything other than, "It's not working out, but thank you for the time and experience." I think it is more respectful, plus then you also know they are aware you are leaving. It doesn't take much effort to pick up the phone if it is too much of a strain to notify them in person- such as if time is factor (needing to give notice ASAP), working a shift that you don't typically see a manager for, etc.- which is why I said at the very least notify them by phone. I don't see why somebody wouldn't take a bit of extra time to try and ensure they leave on as good a foot as possible.

That's just my 2 cents though and the OP is certainly free to do whatever they want. It was hard telling my manager I am leaving, but I'm happy I did it in person. My old manager I would have done the same for, but it would have been hard for a totally different reason.

[GM2RN]

Would you like to open up your email and see that a new employee you took a chance on spent money on, couldn't even personally tell you they are quitting? I'm not sure if there is a way for the OP to [i']not[/i] burn a bridge, but I think not being mature enough to tell the manager in person or on the phone is a great way for the OP to ensure they DO burn a bridge. They don't need to say anything other than, "It's not working out, but thank you for the time and experience." I think it is more respectful, plus then you also know they are aware you are leaving. It doesn't take much effort to pick up the phone if it is too much of a strain to notify them in person- such as if time is factor (needing to give notice ASAP), working a shift that you don't typically see a manager for, etc.- which is why I said at the very least notify them by phone. I don't see why somebody wouldn't take a bit of extra time to try and ensure they leave on as good a foot as possible.

That's just my 2 cents though and the OP is certainly free to do whatever they want. It was hard telling my manager I am leaving, but I'm happy I did it in person. My old manager I would have done the same for, but it would have been hard for a totally different reason.

You have a right to your 2 cents but your response is purely emotional and doesn't really address why you think that an in-person notice is "owed."

I already agreed that it might be better to do it that way if someone is hoping to keep the door open, but that's only because I acknowledge that the manager may respond in an emotional way. The OP never said that was a goal of hers, however, and I don't think that would be an option anyway given the circumstances under which she is leaving.

As far as being strictly professional, a written response is all that is required. Personally, I Like the idea of a handwritten or typed notice on paper placed in a sealed envelope which is given directly to the manager and then followed up by email, but the email would only be to verify that notice was given and received as required. However, I see no disrespect at all in a written notice without a verbal one.

[Stkrepp]

Thank you for your advice. I sent an email as well as called and discussed with the managers the problems I was having and they were very understanding.

[Stkrepp]

I considered what you said and that is why I want to inform them of my resignation as soon as possible, that way it would open that spot up to another new grad who needs it. The managers were actually very understanding and said that they would not be marking me for ineligible for rehire. The 2nd manager is also aware of the situation and agreed that I belong on her unit and not the other (I had worked with her before as an intern).