In
another article,
we provided a few exit queues — signs that you should pack up and leave an
assignment earlier than anticipated. Equally important is that you find
the proper way to make that exit.

First and foremost, make sure that an early departure within the
bounds of your contract. If you signed a contract with no exit
clause — and if you did, you clearly
didn’t work closely enough with your attorney
– you’re stuck. Make this a lesson for next time, and think about the
dollar signs to keep your mind off the unpleasant work environment.

If you can indeed leave without risking a lawsuit, start your job hunt early
such that you can have another gig lined up. Leaving this gig
early doesn’t mean you should experience a gap in your pay. You won’t always
get another gig right away, especially if you have to leave in a hurry; but
testing the waters will help you decide whether to stick it out with the
current assignment for another couple of months while you look around.

Next, look for exit points such as the end of a project
phase. Warn your management in advance that you won’t be there for the next
go-round. It’s different if you’re in a staff-augmentation role, since
those run on a perpetual basis. In this case, just approach your client to
discuss turnover.

Don’t forget to discuss the exit with the recruiter or
middleman that got you the gig in the first place. Not only is this a
professional courtesy, there’s a chance it’s mandated by your contract.

Speaking of paper and signatures, it would behoove you to get it in
writing. Twice. The first letter states your intent to leave.
Have the client and/or recruiter sign this when you first announce your
departure. The second letter itemizes any equipment (cell phone, pager,
laptop computer) that you have returned to the client as part of your exit.
Get the client to sign this, too. If you’ve been following the
other articles,
then by now you should understand that this documentation is invaluable.

Keeping a courteous and businesslike air will help you
maintain your professional reputation and calm the situation. You may
never plan to return here, nor work with this recruiter again; but you can
count on seeing familiar faces elsewhere.

Make your departure easier on your client and provide proper
turnover: documentation, tutorial sessions with your peers, and so
on. Depending on the situation, you may even help the client find your
replacement.

As your exit date looms, the client may approach you with a counter-offer
or ask that you stick around a while longer to help wrap up.
Beware any such attempts to extend your stay. Not only
does it cheapen your reputation — you did want to leave, so why
aren’t you gone yet? — it can can cost you The Next Gig if you ask your
new client to wait.

Finally, accept that not everyone will be pleased with
your decision. Your client may be accustomed to having you around, and
having to find and train a replacement could upset their equilibrium.
Choose to accept any snide comments or cold shoulders as a compliment –
“they’re sure going to miss me!” — and move on.

It’s been said that a client only remembers your last days working with
them. How you make your exit is part of this lasting impression; be sure
to do so properly.