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smartile · 09-03-2008, 12:07 AM

Hi marinik,

Here's another suggestion. Make sure your decision is a 'committed decision'.

When I say a 'committed decision', I mean a decision that will hold you to one path. It's too easy to go back where you came from unless you make a committed decision.

A simple and easy thing you could do is let your employer know that you're prepared to leave in May 2009 to create your new venture; I would even share your ideas with them, especially the ones that inspire you!

Tell them when you plan to transition into the new role (if it is May 2009) and be completely honest with them.

If you have a good relationship with your immediate supervisor, then start with him/her. I would even prepare a plan for your employer that provides details for the transition. This is what I did in response to the President's request.

Here are the questions I would answer for your employer:

What projects are you working on?
What is the timeline for each project?
How many hours per week will each project take?
What training is required for future employee(s)?

You see, it's about your employer, not you. Your employer wants to know that they're being taken care of. If you do that, you may be surprised to see what comes back to you.

09-03-2008, 12:07 AM	#12 (permalink)
smartile Senior Member Join Date: Jun 2007 Posts: 426	Make sure your decision is a 'committed decision'. Hi marinik, Here's another suggestion. Make sure your decision is a 'committed decision'. When I say a 'committed decision', I mean a decision that will hold you to one path. It's too easy to go back where you came from unless you make a committed decision. A simple and easy thing you could do is let your employer know that you're prepared to leave in May 2009 to create your new venture; I would even share your ideas with them, especially the ones that inspire you! Tell them when you plan to transition into the new role (if it is May 2009) and be completely honest with them. If you have a good relationship with your immediate supervisor, then start with him/her. I would even prepare a plan for your employer that provides details for the transition. This is what I did in response to the President's request. Here are the questions I would answer for your employer: What projects are you working on? What is the timeline for each project? How many hours per week will each project take? What training is required for future employee(s)? You see, it's about your employer, not you. Your employer wants to know that they're being taken care of. If you do that, you may be surprised to see what comes back to you.