What Is a Handover Checklist?

A handover checklist is a document created by an employee who is permanently retiring or taking an extended leave of absence. It is also a process designed to enable the departing employee’s successor or colleagues to understand their role and duties and take over their daily tasks. They will be instructed on how to assume the responsibilities of the departing employee without disturbing productivity and operations. A company will see an average of 18% employee turnover every year. A corporation should expect to lose an average of 6% of its workforce owing to reductions in force or terminations for poor performance. The term for this is involuntary turnover.

Benefits to Look For in a New Job

During the COVID-19 epidemic, many individuals sought new employment opportunities after reevaluating their schedules and long-term objectives. This is an exciting time, but it is easy to become overwhelmed by the numerous incentives companies offer and the rapidity with which most organizations are eager to hire. To help you stay focused and discover outstanding work, we’ve identified some non-traditional rewards to look for in a new job.

Flexibility: Currently, flexibility is an essential topic for all businesses. After approximately one year of working from home, most employees realize they can be productive anywhere and desire the ability to come and go as needed. Before accepting a fully remote offer or opting for an in-office schedule, consider your preferences. If you’ve been productive while working from home but miss the social perks of the workplace, ask if the team ever meets in person. Alternatively, if you’ve been trying to find peace at home and would like to return to the office more frequently, ask whether this is typical for the firm or team; sitting alone at the office may be just as challenging. Ask how the group operates in this hybrid reality to determine whether the company’s style and expectations align with yours.Professional Development: Many employers will pay for professional development initiatives, which are some of the best learning opportunities. This can include graduate certificate programs, professional associations within your sector, and networking events. It is essential to inquire about these possibilities during the interview process, as the level of reimbursement differs widely among organizations. What specific topics are covered annually? Could you join numerous organizations and attend multiple events per quarter? In this way, you will be reassured by the absence of company assistance and can plan the appropriate development chances to fulfill your personal and professional goals.Parental Benefits: Although you may not like to discuss your personal life or future family plans during an interview, you can still seek to negotiate parental perks with employers during this time. It is simple to learn about parental leave alternatives, but how are family crises and flexible pick-up/drop-off schedules handled? If you speak with team members about their perks and how (or if) their plans and needs are personalized, you may better understand whether your particular circumstances will be considered. Being viewed as a number is a difficult circumstance. Therefore, hearing from employees and gaining first-hand stories will assist you in determining if this company is a good fit for you.Internal Opportunities: When we start a new work, we can quickly identify how to advance through various rungs on the career ladder. However, these positions are just some of the ones offered by certain companies. During interviews, you can inquire whether there are organizations in the office, such as mentorship, social, or diversity groups, where you can practice management or other skills outside your primary function. If a company has these groups, it demonstrates that it values a pleasant and proactive work environment and provides ample opportunity for employee growth and self-improvement.Mental Health Support: Mental health has been brought to the vanguard due to the difficulties most people have had during quarantine, extended time at home, and social isolation. Now that we are searching for new employment prospects, mental health support should be of the utmost significance for every organization for which we work. You can inquire about the company’s mental health initiatives during your interview. Do you have the opportunity to check in with your manager or an impartial coworker frequently? Can personal time off be utilized for mental health days so that you have time to receive the necessary support? Does leadership consider mental health when adjusting or implementing upgrades to day-to-day operations? These benefits are becoming more prevalent in various businesses, but we should never settle for them. Mental health is essential in all elements of our life, and employers should assist employees in this area.

Tips If You Choose to Quit Your Job

You have assessed your reasons for quitting, exhausted your efforts to better your situation, and formed a strategy for the future. You are sure that quitting your job is the right choice. The second stage is to depart in a manner that safeguards your professional reputation, preserves your networks and relationships, and ensures you have outstanding professional references. Follow these five steps to prevent damaging relationships with your present job, colleagues, vendors, and peers.

1. Inform your supervisor of your resignation before leaving.

You want your employer to hear the news directly from you, not from another department employee. Avoid discussing your concerns about resigning with coworkers. If your supervisor learns the news from someone else before you do, you forfeit the opportunity to shape the story. Staff gossip may provide your supervisor with erroneous information on your departure. Instead, explain your resignation to only your supervisor in a straightforward manner.

2. Give two weeks’ notice before leaving.

Standard job-exit etiquette requires two weeks’ notice, but some employees provide less, leaving their employer rushing to find a successor. Stay for the whole of the two weeks unless the firm desires otherwise. For a good job departure, resignation should never be a hasty choice. When speaking with your supervisor, inform them of your intended ending day of employment. Honor your supervisor’s desire to remain in the role until a replacement is hired, if possible.

3. Be humble about your next professional step.

Refrain from alienating your coworkers by boasting about your fantastic new job and skyrocketing career trajectory. Resign amicably by recasting the reasons for your departure. Refrain from stating that you are progressing to greater and better things. Make your employer and coworkers feel you have nothing personal against them or the job. Also, regardless of your emotions, demonstrate etiquette before leaving the organization. The most crucial aspect of a successful job departure is not throwing anyone under the bus. You should not play the blame game even if you are leaving on poor terms. You do not wish to harm your career by disparaging your former coworkers or superiors.

4. Maintain work duties and office protocol.

Remember that you are responsible for your job until you leave the building. Facilitate the transition by completing or transferring any accounts or projects assigned to you by your management. Remember that you may need to use your former superiors as references later in your career. In addition, you have worked diligently to build your professional reputation, so leave your supervisor and coworkers with a positive impression. Remember to express gratitude to your bosses for the possibilities they gave you. Explain how the position has contributed to your professional growth. Even if your supervisor responds negatively to your resignation, maintain a good attitude and let any negative feedback roll off your back. They are likely aware that they are losing a valuable employee and may exhibit resentment over your job change.

5. Review the staff handbook and organize files.

Schedule a meeting with the human resources representative of your organization to examine the employee handbook. Understand your eligibility for employee benefits and payment for unused sick and vacation days. Also, make it easy for your coworkers to locate documents so they can effortlessly assume your responsibilities. Create spreadsheets containing information about any open work projects or accounts. Provide access to any files that coworkers or superiors may require following your departure. You must be a team player until your final day to leave your employment on good terms.

How to Resign from Your Job Professionally

You may decide to quit a position at some point in your career. Whether you’re leaving work because you’ve accepted an offer from another employer, you’re relocating, and you’ve chosen to become self-employed, or for other reasons, determining how to leave can be difficult. You can leave your work while retaining an excellent connection with your employer if you know how to negotiate the situation appropriately. This section provides step-by-step guidance on how to resign from a job successfully.

1. Start by determining whether the moment is right.

Think carefully about why, when, and how you want to leave your job. This will help you make the best possible decision, find new opportunities, and leave your current role gracefully. Even if you’re upset, take the time to carefully think about the pros and cons of leaving your job. If your job isn’t giving you what you want or if you have too much to do, you should talk to your direct supervisor about it to see if they can help. If you’re actively looking for another job, consider waiting until you’ve officially accepted another offer before quitting your current job. This will help you avoid a time when you’re not working. Once you’ve decided to leave, talk about it politely and professionally. Employers understand that employees sometimes want to try new things. If you act professionally, you can stay on good terms and keep a relationship that could lead to new opportunities in the future.

2. Write a resignation letter and explain why you are leaving.

Write a brief resignation letter explaining your decision. Determine the appropriate recipient of your resignation letters, such as the human resources manager or your direct manager, before you begin writing. Although it is not mandatory, it can be suitable for your supervisor and other leadership staff to know why you are leaving your employment. This is best accomplished through a dialogue with your human resources manager. In rare instances, a human resources (HR) professional may organize an exit interview to inquire about your time with the firm, the reasons for your departure, and your thoughts on company rules, culture, and benefits. Prepare beforehand what you intend to say in this meeting so that you may provide helpful comments. Remember that the objective is to retain significant ties with past employers. Therefore it is crucial to be honest while remaining professional. Even if your HR department does not organize an exit interview, consider contacting a team member to discuss your feedback and reasons for leaving. If your decision to leave is based on issues with certain employees, HR can strive to resolve the situation.

3. Schedule a meeting with an HR representative or supervisor

Consider having a one-on-one meeting with your manager instead of sending a resignation email or letting them learn about your departure from HR. Depending on your connection with your supervisor, this could be a great moment to thank them for the opportunities they’ve given you and to agree on a strategy for completing final projects before you depart. Although scheduling a face-to-face meeting is polite, it is not usually required. If you have a negative relationship with your boss or are concerned about how they could react, you should consult with HR first. Regardless of how you inform your coworkers, you must create, print, and sign an official resignation letter. The majority of firms demand this paperwork as part of the leave procedure; therefore, having it completed can make the process go more smoothly.

4. Conclude and transition work

After informing your employer of your resignation, you will likely remain in your position for two weeks before leaving for good. During this time, you should complete any outstanding projects and work with your supervisor to identify who will be responsible for any tasks you cannot achieve. Document your day-to-day efforts, where you’ve stored vital data, how to use various equipment, and other pertinent information for your position. This helps ensure a smooth transition for whoever succeeds you.


What is a handover sheet?

A handover note is a document describing a position’s daily tasks and responsibilities written by an exiting employee for their successor. It should guide the incoming employee in accomplishing the job’s responsibilities.

What makes a good handover?

Good communication is essential for improving service quality and decreasing patient dissatisfaction. As the patient’s primary caregiver, the support worker should play an integral role in the handover process. Several potential concerns have been recognized, and several remedies have been presented.

What type of communication is a handover?

Handover communication is a concept that has been introduced previously in the healthcare industry. It indicates that information, expertise, authority, and responsibility are shared or transferred across healthcare providers. The quality of nursing care depends on the handoff procedure.

After you have completed the draft of your checklist, ensure that you have included every essential item. Once you are confident, it is time to transfer everything to a more formal, ordered checklist sheet. You can build your format using a Microsoft Word document, or to make things easier for you, you can download our free sample templates offered above to use as your checklist’s format or guide!