In most instances you will have to at least prepare a formal handover document. Discuss this with your manager and find out how much you are expected to contribute, and what the focus of your handover should be.
Detailed information on your day-to-day activities, tasks and priorities. An outline of the key points of the role. A clear outline of what is expected of your successor. A list of any essential files that will be handed over. This might include a particular contract, or work programme. [1] X Research source
This won’t always be possible, but if you have something that is nearly over the line, put in a little extra work to get it done. A new person coming into a deal right when it is near the line may struggle to get it closed, because they are unfamiliar with all its intricacies. Let your manager and/or colleagues know what deliverables and milestones you will have completed before your last day.
Developing issues are not likely to affect your final days, but if you are aware of them then you can flag them up to your successor. This is also a chance to make sure everyone knows you’re leaving and when. Let your colleagues know about the handover period, so that they can take it into consideration. Your productivity is likely to slow during the handover, so its good practice to give your colleagues some advance warning.
A list and timetable of actions. A briefing of ongoing issues. A calendar of forthcoming events and deadlines. Passwords and login information. A list of useful contacts. A guide to navigating files and folders on the computer system.
There are bound to be things that you forgot about, and having someone shadow you is a good way to expose them to the variety of day-to-day activity.
This opportunity to explain key information, and for your successor to ask you direct questions is vital for a good handover. This will also give you an opportunity to provide nuance and context in a discussion that might have been overlooked otherwise. [4] X Trustworthy Source Official UK government website Official website for the public sector of the UK government Go to source
Make sure you make it clear that you are there to help, and you welcome queries. By doing this, you will be helping to foster a situation in which the responsibility for the handover is shared between you and your successor. [5] X Trustworthy Source Official UK government website Official website for the public sector of the UK government Go to source
Any uncertainties can be cleared up in the meeting. Depending on where you work, it might be prudent to invite your manager or supervisor to attend the meeting. You should certainly inform your manager of when and where it is taking place, and ask them if there is anything they would like to add. [6] X Research source
Do this by pointing out any relevant training opportunities that you know of. Perhaps when you started the job, you received a suite of training to help you adapt and develop. Be sure you mention this to your successor, and encourage them to explore the possibilities.
Make the effort to take them around the office and introduce them to everyone. Be sure you clearly define the role of the new employee as well as existing employees. If the job description of the new arrival is slightly different to yours, or their responsibilities and priorities are focussed elsewhere, make sure existing staff recognise this.
Often a problem can be resolved with a simple email. Offering to help out after you leave will make a good impression and help boost your reputation. [8] X Research source
