The Clean Exit Framework
How you leave matters as much as where you go. Here's how to resign without burning bridges.
Before You Announce
Prepare these before saying anything:- Written resignation letter (brief, professional, positive)
- Transition plan outline (what you'll hand off, to whom, timeline)
- List of key relationships you want to preserve
The Conversation
Tell your manager first, always. The structure:- State your decision clearly (don't leave room for ambiguity)
- Express gratitude genuinely
- Present your proposed transition timeline
- Ask what would make this transition easier for them
The Transition Period
Use your notice period well:- Document everything that lives only in your head
- Introduce your replacement to key stakeholders
- Complete or hand off outstanding projects
- Collect any materials you'll need (performance reviews, work samples)
The Counteroffer
If one comes, remember: the reasons you decided to leave are still there. Counteroffers rarely address the root cause. Accept only if something fundamental has changed—not just money.
The Exit Interview
Be honest but diplomatic. This is not the time for settling scores. Focus on systemic feedback, not personal grievances.
What This Looks Like in Practice
The Scenario: James, a Director of Engineering at a consumer tech company, was burning out. His team of 40 had grown without the corresponding support structure, and he was firefighting constantly. He loved the mission but dreaded Monday mornings.
What He Did: Before making any career moves, James separated the signal from the noise:
- He mapped out which of his frustrations were fixable (team structure, processes) versus fundamental (company culture, leadership support)
- He took a week of PTO to get some distance and perspective
- He had a frank conversation with his VP about what would need to change for him to stay engaged
The Outcome: The conversation went better than expected. His VP hadn't realized how stretched James was and immediately approved two new manager hires. But the conversation also revealed a fundamental truth: the company's growth pace wasn't going to slow down. James would need to decide if he wanted to be on that ride.
He chose to stay, but with new boundaries and a clearer picture of what he was signing up for. A year later, he's still there—challenged but not drowning.
The Lesson: Sometimes the answer isn't leave or stay—it's renegotiate the terms of staying.
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What You'll Walk Away With
Our structured session produces concrete artifacts, not just conversation.
Decision Snapshot A clear-eyed assessment of your current situation—what's true, what's not, and what actually matters for your decision.
Fork Recommendation A specific direction (stay, go, or pivot) with the reasoning behind it, so you understand not just what to do but why.
Risk Map Everything that could go wrong with your chosen path, and how to mitigate each risk before it materializes.
Conversation Scripts Exact language for the hard conversations you need to have—with your boss, your partner, recruiters, or anyone else.
14-Day Action Plan The specific steps to take immediately after our session, so momentum doesn't stall.
30-Day Roadmap The longer-term plan for executing your decision, with milestones and check-in points.
These aren't templates—they're customized to your specific situation, role, and constraints.
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Ready for Personalized Guidance?
Every situation is different. If you want help thinking through yours—with someone who's seen hundreds of similar cases—consider working with a coach.
What you get:- A structured conversation to clarify your situation
- Frameworks tailored to your specific circumstances
- Scripts you can actually use
- A clear action plan