Ask your Director to put the agreement in writing. If you are fired, follow the same procedure, although your employer will set the date of termination. Say good-bye to the people you have worked with, but focus your reasons for leaving on what you want to do after you leave rather than grievances or dissatisfaction that led to your decision to move on. You can talk about what attracts you to what you re going to do next without rehashing all the things that were wrong with the organization. You have not just decided to leave, but hopefully to move on to the next chapter in your life.
Organizations do well to make leaving a natural part of organizational life.
Except in cases of firings for extreme misconduct, a farewell party, or even a pizza break at the last staff meeting a departing organizer attends helps create a culture in the organization that acknowledges that people leave and are capable of leaving well. Instead of gossiping, let s learn from our mistakes. Seek constructive ways to tackle racism, sexism, classism, heterosexism, and other forms of oppression within your organization. Practice patience and courage in wading through the challenges diverse experiences and viewpoints bring. Make sure you re not addicted to work, substance abuse, or an ideological ivory tower, since these things, unhealthy in themselves, also cloud our judgement and trigger blow-ups.