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I'm leaving my company after 40 years and have a boss with low EQ.

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Anonymous

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I'm leaving my company after 40 years and have a boss with low EQ. He's asking me to create a transition plan for the incoming person. I'm not exactly excited about this. I'm wondering what the group thinks. How should I politely tell him to go pound sand?

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  1. Anonymous

    Think about the person coming in after you. OR think about when you started, did you have this information available to you or were you left to flounder? I just started a new role that has ZERO written down for me. I am depending on the person who is retiring me to tell me what I need to know and when I need to know it. Very frustrating.

  2. Anonymous

    Exactly this. I came into my first role here completely blindsided. It was a crazy 2 months before I got the hang of everything. Day 1, I started a binder of important facts to pass to the next person who would replace me if the need arose. Why wouldn't I? (BTW, I was a temp - I was not even a permanent employee).

    I see more and more every day people working after their "retirement". I had an interview yesterday with someone that graduated college before I was born (I am 50). He decided that he couldn't (lots of physical lifting and standing) do this and didn't come to the interview. I appreciated his honesty.

    My point is don't ever burn a bridge. What if your replacement quits and they come up with a plan to have you contract to train? Your attitude now will determine if that could happen.

  3. Jana Maclellan

    Let him know that for $10,000 or more, you would be happy to.

  4. Anonymous

    At the very least, if I'm not going to be there to train the person and show them the ropes, I would at least prepare some sort of guide for them addressing maybe some FAQs.

    I have actually put together binders, with step by step instructions and included screen shots. I don't care if you don't like your boss, don't leave your successor at a disadvantage when you know what they are going to be dealing with.

  5. Terrie McWhorter

    I agree with Jana on this....but would ask for more... "The simple fact that you are asking me to create a transition plan tells me that you have no idea what I do or have done. That both saddens and frustrates me after giving 40 years of my life to this company. I would put serious consideration in creating a transition plan for you to follow and the negotiation price can begin at $15,000. You see my knowledge and experience is worth much more than that, but feel after all these years, I can give you a deal."..... Mind ya, I would only write that and send it if you were willing to burn a bridge because that would certainly be the match as well as the gasoline...best of luck to ya. Also, I would LOVE a follow up on what you actually decide to do!!

  6. maria rose

    You are not being asked to train anyone and I am assuming that you are leaving the company because of your own decision. You didn’t mention anything about how long this person has been in their position which you imply is a step above your position level, but you are implying that you are upset that you think that this person has no idea of how you have contributed to the workplace. You have forgotten that you have been doing this job for many years and most of the key elements of your duties are second nature as you have an internal checklist of the tasks and duties of your job. Most supervisors don’t have that view of your job as they only know the end result produced. So make them a basic checklist of the job description duties which should take you less than 5 minutes to complete. It doesn’t need to be detailed or descriptive. You can even dummy it down enough that anyone can walk in and start without imparting any knowledge of how you personally performed the job—like where to start, who to report to, basic sign on to the work equipment, etc. You are not training your replacement, you are making a checklist of your job tasks.

  7. Anonymous

    I've been asked to that when I left previous jobs and honestly I did it because I wanted to have a good reference.

    Often I was asked to create a manual for the next person to follow; which I though was absurd, since I had to learn it all without training and create everything !

  8. Anonymous

    After 40 years I would think you're the best person for that task unless you hate the company want to just walk.

    Honestly the company has given you a very long career and this should be a no-brainer for you. It's an outline with key responsibilities and plan laid out to serve the business. You leave a legacy there and helped build the business. It is not so much about the boss.

    So i would suggest you leave on a high note with grace and dignity. A professional transition is generally drafted by a person with a high EQ, business savvy and an understanding of purpose and pride in what they helped build.

  9. Tami Cannizzaro

    A transition plan is not the same as training your replacement. Every single time I've left a company or position within a company, I've provided a transition plan for the incoming person. Things like "current projects", "hot items", "long-term projects", etc. With each, I've listed key stake holders or points of contact. I've included where to find the files/information (online or hard copies). In your case, it may be daily tasks and the people that may be able to help the incoming person. I always felt good about leaving this for the new person, as I would want someone to do this for me. It's not about the boss, it's about me feeling good about doing the right thing. And again, not hand-holding them through every step; just giving them some pointers to get them started.

  10. Holly

    I 100% agree with your approach, Tami. It's not only for the incoming person, but also for whomever will be taking over your project work while they find that replacement to ensure that things don't fall through the cracks. Leave on a high note!

  11. Anonymous

    Do what it feels correct to you. You gave 40 years of your life, they paid you for your work. Work relationships are merely transactional, do not feel that you owe something to the company.

  12. Kate Hopkins

    I'm really surprised by the people who are advocating asking for money to create a plan. This is a pretty standard ask from management when someone is leaving a company. It doesn't indicate that they don't know what you do. But you're the expert in your area, so do a data dump of your expertise. I like Tami's approach - it's about providing some handoff to your replacement.

  13. Anonymous

    So you have a crummy boss? Is that a reason to leave a company you've been at for 40 years in the lurch? This is SOP - not a big ask and something that I assume you would complete while being paid by this company. Honestly, it's classless to leave without one,

    I left a job where I absolutely loathed my boss, he lied and was absolutely awful. I left every single thing done and tied it with a bow. I did it for my coworkers and my own self-respect.

  14. Anonymous

    This is a normal ask. If you are still employed and in some kind of notice period suck it up and do it. Your “excitement” is irrelevant. I

  15. Maggie Stone

    For the OP, just curious why you don’t feel good about doing this. I wonder if you’re leaving feeling undervalued or unappreciated after your length of service, or just resentful because this is not the kind of support you had. Unfortunately, I have to agree with others that this seems like a reasonable and fair ask after 40 years, unless they are asking you to put in unpaid time to complete it. But I guess you don’t have a lot to lose if you chose not to. Good luck in your next adventure.

  16. Rachel Simonsen

    After 40 years I think you have a great deal of love and respect for the company and your coworkers even if you don't have that same sentiment for your boss. I'd suggest you leave on a high note and like others have suggested, make something to help in the transition. Create a Google Doc and as you go through your final week detail some of the items you do every day so you are setting the company up to continue the same success they experienced under your leadership all these years. Trust me, you'll feel good to leave with such a high level of integrity.

  17. Anne M

    This exactly, always set your successor up for success. By not setting them up for success it will have a direct negative impact to them and the clients you serve (and they don’t deserve that). Plus you will also feel better leaving on a high note.

  18. Anonymous

    It’s normal to ask for a transition document so that your replacement will be able to complete certain tasks that need immediate attention and to familiarize them with the job. Be considerate and just write the transition memo. If you were in that replacement’s position, you’d be grateful to have that information.

  19. Monica Barnett

    I’m with the majority of posters here. This is not an out of line ask by any means.

  20. Valerie Rieger

    I would recommend creating the plan. If not for your manager, then for your replacement. They will appreciate the help.

  21. Anonymous

    I took over a position from someone who had been with a company for 27 years. She left me nothing, not even a list of daily activities. There are no processes and procedures, and I struggle on a daily basis. At the very minimum, leave a list of bullet points of daily, monthly and yearly activities, along with who they can reach out to for more information and where the files are kept. So, for the past four months, I’ve been in a reactive state. Which means before I can even provide them with what they’re asking for I have to learn what the internal processes are to accomplish it. Also, if you’re in a large organization, leave a list of all of the internal training this new person has to have to be successful in this role.

  22. G C Hesse

    Tell him that's above your pay grade. It's not your responsibility to do a transition plan.

  23. Anonymous

    As others have said, this is a totally reasonable request to ask for a transition plan. I don't get the sense that your boss is looking for the Magna Carta so spend a few hours putting pen to paper. Someone else mentioned things like projects you're working on, any looming deadlines, points of contact, etc.

    It's clear you're unhappy with your manager but choose NOT to leave this employer of 40 years on this kind of negative, retributive note. It's not a good look for you and I wouldn't want that to be the capstone of my employment of over four decades.

    Asking for a transition plan is totally reasonable. This isn't unique to you and you're not being targeted. You know the answer to your own sarcastic question: of course there's not way to tell him to pound sand.

    Instead of this mental gymnastics, take ownership of your refusal to create a transition plan...but know that this WILL be your legacy at this organization.

  24. Anonymous

    I wouldn't necessarily create a "plan," but rather like many others said, maybe like a guidebook for important things. Suppliers, vendors, passwords, instructions, and there things like this. You've been there for 40 years, so you must have been quite helpful and useful, and have much information to share.

  25. Anonymous

    This is absolutely normal, especially if you've been at the company so long. Someone with that much experience is very valuable and you likely have a vast store of knowledge. This has very little to do with your boss - it's for the next person to be able to be successful and keep the business running as smoothly as possible. Every time I've had an employee leave, no matter what level they're at, I have met with them to work on a transition plan for who is going to take on their work and any knowledge transfer that needs to be done since I may not know all the details of what they do. I was laid off from my company after 25 years in February and I spent 6 weeks (the time between my layoff and my last day) working hard to set up my team to be covered for the transition. Your attitude about this is very strange.

  26. Cyndy Trivella

    Not a criticism, but obviously you just want to get out and not look back. This is your right and you should not be denied.

    In regards to what your boss is asking, it isn’t unreasonable. If it helps you to mentally get your head wrapped around the request, think of it this way. You are doing this for the person who will become your replacement, so in essence, you’re really helping that person.

    Of course I don’t know this, but I suspect you received little to no support in your role, over the years, so being asked to do this plan might seem galling to you. Absolutely your choice, but you have an opportunity to be the better person here and reach down to help the next person.

  27. Anonymous

    Your first two sentences were sufficient. The last two were unnecessary.

  28. Anonymous

    Are you leaving voluntarily? If so, I truly don’t understand why you would be so strongly against doing this. I am understanding “transition plan” as helping the next person in your job understand how files are organized, the status of ongoing projects, some key contacts in the company. Just things that keep the work moving forward without your institutional memory.

    If you are not leaving voluntarily, you’re still hurting the next person in your job more than you’re hurting your boss or your company by refusing to participate in the transition, but I can see why you would not want to do it.

  29. Tammy Hager

    Everyone needs a plan of training especially a new person on the job I understand how you feel about having to train them but put yourself in the new person's position not knowing anything about what she should be doing on her first few days

  30. EMILY KIKUE FRANK

    Is there a manual? You can update that if so.

  31. Anonymous

    Are you leaving voluntarily? If so, one could argue that a transition plan isn’t an unusual request from a boss (even if he is an idiot). If it were me I’d probably suck it up, do some version of a plan. That way no bridges are burned and I keep my integrity.

  32. Anonymous

    Or a petulant child.

  33. Anonymous

    Well, if you’re really not up for it, can you at least have your replacement shadow you for two weeks so they can ease into it

  34. Anonymous

    give it to him straight as the truth hurts….

    I’m not going to be able to make this commitment with helping you out I’m sorry.

  35. Anonymous

    Plan to be escorted out the door if you take this awful advice. This is a childish approach to wrap up 40 years at the same employer.

  36. Mislyn

    Yep wish I would have told

    my last boss to pound sand when he asked me to stay longer to train the person taking my job. I stayed to do him a favor and he royally sh** on me. Lesson learned.

  37. Deana Karpavage

    When I start a job, I take lots of notes because there's no way all the procedures can stay in my brain. I refer to that every time I need to do the tasks again as I outlined the steps. I call it my SOP, standard operating procedure. Some people use an app to create checklists. If you have anything like that, it would help to simplify. At least you wouldn't be starting from scratch.

  38. Afo Ogbeyalu Kalu

    Consider drafting a brief summary of current/pending projects under your purview, and note the status of each project. Provide names and contact information of the department's and company's key "troubleshooters" , and attach a copy of the your/the position's responsibilities/role as ascribed by the HR department. Anything more than this should be the responsibility of your direct report. Best of luck to you in your future endeavors!

  39. Mariam Ammar

    Why would you not make a transition plan? They are quite normal from my experience. You have 40 years of knowledge in the company - why not pass it to the person coming after you instead of letting them jump into the deep end by themselves? Seems like quite a reasonable ask to me.

  40. Jessica Ferland

    Can you be more specific about what's wrong with this request?
    Sounds normal to me.

  41. Damie Wilson

    I'd say do it but you sound bitter about it. You didnt say which company you worked for and no one could imagine 25-30 years anywhere let alone 40. You didn't say why or give much information about why you even need this advice. Maybe it's best you don't teach these kind of sloppy habbits to the new employee.

  42. Balanced372207

    Your reply was both stupid and nasty. How could a millennial have 40 years on the job?

  43. Anonymous

    OP, are you super burned out? I'm a state employee who is 19 years in and I could see where, if you were employed for 40 years where I work, you might feel this way. Set aside your feelings about the supervisor and think about your legacy. People will talk about that after you're gone. People you might run into again or know socially. Also, it really is the right thing to do. If you are suffering from burnout I know it's hard to focus on it.

  44. Audrey Kirsch

    I get not wanting to help out a boss or company that has been less than stellar in their treatment of you. However, I would never lower my work standards or professionalism because of how I felt about them. I'd train the heck out of that new person. They're going to come in thinking they can change the world and recreate what you've accomplished over 40 years in a heartbeat anyway so don't sweat it. You'll walk away knowing you did your best. Whatever happens after that is not your concern.

  45. Bianca C

    Why would you not do one?

    A transition plan takes like 30 mins to put together.

    When I have done them in the past its basically:
    1. the people the new person should meet with, 2. the trainings the new person should be given, 3. where needed documentation is stored, 4. what I am planning to have complete before I go, and what the new person will need to pick up.

    I would also put together meetings with people I work together closely, and what I would want each of of them to talk to the new person about as they onboard, if the new person indeed follows the transition plan, and reaches out to them, but I tend to have good relationships with the folks I work with, so this step is optional based on your own experiences.

  46. Anonymous

    I was with my company for 36 years and I would go back in a heartbeat if I didn't get laid off.

    I know this isn't a popular quote, perhaps of our times, but I love this quote by Coco Chanel: “A girl should be two things: classy and fabulous.” I would suggest to do this one last thing, and you come out a winner. I also think you never know who from that company will come in your path someday.

    Because I was curious, I asked my friend ChatGPT. This is what it came up with. In case anyone else wonders what the Transition Plan would entail

    FROM CHATGPT:

    Certainly, creating a transition plan is a responsible and professional way to conclude your tenure at a company, ensuring that your responsibilities and knowledge do not leave with you but are instead passed on to your successor or team. Here's how you can structure this plan:

    1. Introduction:

    Purpose: Outline the aim of the document, which is to provide a seamless transition of your duties to your successor.

    Scope: Describe the areas covered by the plan, such as specific roles, responsibilities, projects, or processes.

    2. Current Responsibilities:

    Role Overview: Detail the key functions of your role within the company.

    Key Responsibilities: List your primary duties and responsibilities, with brief descriptions for each.

    Ongoing Projects: Highlight the projects you are currently working on, including status updates, critical contact points, and expected delivery dates.

    Upcoming Tasks and Deadlines: Mention any known future tasks or deadlines that your successor will need to handle.

    3. Key Contacts:

    Internal Contacts: List key team members and departments you regularly interact with, explaining the nature of the interaction and ongoing work. Include their contact information.

    External Contacts: Provide details of any external partners, vendors, or clients you deal with regularly. Include a brief description of the nature of the relationship and their contact information.

    4. Procedure and Process Overview:

    Standard Procedures: Document regular tasks you perform and describe the process or steps necessary to complete these tasks.

    Project Procedures: Explain the procedures related to ongoing projects.

    Troubleshooting Guide: Offer solutions to common problems or issues that arise within the scope of your work.

    5. Resources:

    Access to Work Documents: Provide information on where work-related files and documents are stored (both physical and digital) and how to access them.

    Key Tools and Software: List any specific tools, software, or equipment you use to perform your job, including login information or locations, if appropriate and not sensitive.

    6. Transition Support:

    Training Plan: If possible, outline a plan for training your replacement, including any recommended workshops, courses, or materials to review.

    Availability: Detail your availability to train or support your successor before you leave and whether you're available for any follow-up questions after your departure.

    7. Recommendations:

    Improvements: Suggest any changes or improvements that could support the role or current projects in the future.

    Pending Decisions: Note any decisions still pending that will need attention shortly.

    8. Conclusion:

    Summary: Recap the main points of the transition plan.

    Best Wishes: Conclude on a positive note, expressing your hope for the future success of the team or company.

    9. Appendices/Attachments:

    Supporting Documents: Attach any reference documents, templates, guides, or other resources that will assist your successor.

    10. Signoff:

    Approval: Have the transition plan reviewed and approved by your supervisor or boss to ensure it meets company standards and expectations.

    Remember to maintain a positive and professional tone throughout the document. It's also crucial to respect confidentiality agreements and not disclose sensitive information without authorization. This transition plan will not only support your team and successor but also demonstrate your commitment to the company's continued success even as you depart.

  47. Anonymous

    Are you retiring? If so, enjoy your life! Don't do it if you don't want to. If you may need to go back to this person for a reference in the future...put in the bare minimum? Or great suggestion below to let ChatGPT do it for you. Either way, best wishes on your new chapter.

  48. Joan Williams, Senior Talent Acquisition Specialist

    The transition plan wouldn't really be for your boss - it would be for the person replacing you.

    How would you feel if you were to be that person that is replacing you and there was no plan in place when you start?

  49. BethB

    He isn’t asking for anything out of the ordinary, low EQ or not

  50. Anonymous

    Sounds like a very low EQ response. Your exit has nothing to do with this guy. This is your reputation and regard for the only place you ever worked.

  51. Anonymous

    I seem to be in the minority on this topic. I've worked in my role for 12 years moving from temp to permanent. There were experts that I worked with who left in 2019 & left me without any instructions. I had to learn a few of the things that they were responsible for and I'm still not 100% sure if I'm doing everything right. Now my boss is asking me to write a manual of everything that I do in case I want to take a "real" vacation. My thoughts are why is it important now when I had to figure everything out on my own. Why wasn't it important when you literally had two experts who trained people when the program we use was implemented. As a temp I had the least amount of training and now you want the amateur to create a manual. Makes no sense & I'm not happy about it. Also your legacy means nothing in my office you can be a darn near perfect employee and you'll still be the scapegoat for everything that goes wrong.

  52. Anonymous

    Maybe he learned that not having this information in place wasn’t good policy? Are we not supposed to get smarter, learn, evolve?

  53. Anonymous

    I really dislike this attitude in general "why do I have to make it easier for someone else when I had to figure it all out on my own." A selfish attitude at best.

  54. Anonymous

    Agree… reminds of when friends were in medical school and the accreditation board made new rules stating that med students couldn’t work more than 80 hours a week or the program would lose accreditation.

    Didn’t stop anyone from scheduling med students and residents from 85+ hours a week because “we had to go through it, so do you”. The students all had to lie to the board or risk having a worthless degree from a non accredited school.

    ”I had to, so do you” is a terrible reason to continue a lot of things :(

  55. Anonymous

    A transition plan, that op was asked for isn't the same thing as a training guide.

    However if your employer asks you to make a training guide, it's part of "other duties as assigned" and no different that anything else they ask you to create on the clock. It's definitely something they recognized as needed - you just happen to be the first employee that came on after that recognition.

  56. Erica Mitchell

    It's not low EQ that he wants you to create a transition plan for the person who replaces you. That's normal and considerate.

  57. Jacqueline Cutler

    Go out on a high note. Just because he has a low EQ and you are done with him and likely the place, it is still standard to leave the place in good order. If that's what takes up your time for your last days there, that's what it is. You will have done your job to the end, can leave with a clear conscience and he will still have low EQ.

  58. Anonymous

    You might want to consider sucking it up and doing it- don't give them the excuse to withhold a last check or any other money you should be getting because they perceive that you're being "difficult" or "uncooperative". As much as you might want to tell your soon-to-be-former boss to pound sand, be the bigger person and do what you're asked to do.

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