YOU’RE WORKING YOUR NOTICE… NOW WHAT?

You’ve handed your notice in. It’s official.

You’ve done the hard bit. The decision, the conversation, the email that sat in drafts for days.

Now you’re in that strange in-between space.

You’ve still got a job. You’re still on the books. You’re still expected to care.

Truth is, most people don’t. Not really. Not once their head is already in the new place with new people and new plans.

From what I’ve seen over the past 15 years in print, packaging and signage, this is the danger zone. Things start to unravel here. Not always in a big, dramatic way. It’s subtle. Less care. Less energy. A few late responses. Slower follow-through.

It’s completely normal to feel like you’ve mentally checked out once the decision is made. I’ve seen it many times. Good people. Talented people. Honestly, this part still matters.

From my experience, how you leave a business stays with you. It is how people remember you.

You might have built years of trust. Shown up when it mattered. Delivered for clients under pressure. That should be the memory you leave behind. Not the version of you that coasts for the last few weeks.

People notice. Colleagues. Managers. Sometimes even the company you’re about to join.

In this industry, word gets around. It’s tighter than people think.

If you want to leave well, keep it simple. Communicate clearly. Honour your notice. Be available. Thank the people you’ve worked with. Show that the person you’ve been for years is the same person right through to the end.

From my perspective, there’s a lot of pride in walking out with your head held high.

Now flip the situation.

Let’s say you’ve hired someone. They’re working their notice somewhere else. They’re yours, just not yet.

This stretch of time is just as important for you.

In my opinion, one of the most overlooked parts of onboarding happens before day one.

What I know works well is checking in. Dropping them a quick message. Letting them know you’re looking forward to getting started.

Even better, invite them in. Sit down for a brew. Show them round. Introduce them to the team.

If there’s a project in motion, ask what they think. Not expecting them to get stuck in before they’ve started, but just showing that you value their input early on says a lot about your culture.

It sets the tone. It tells them they’ve made the right decision.

This transition period always matters, regardless of whether you’re finishing up or bringing someone in.

I’ve seen it go both ways. When it’s done well, it leaves a mark for all the right reasons. When it isn’t, people remember that too.

So keep things steady. Stay switched on. See it through properly.

How you handle this bit says more about you than you think.