Stop Killing Ideas! Use “Yes, And” Instead of “No, Because” written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Duncan Wardle In this episode of the Duct Tape Marketing Podcast, I interviewed Duncan Wardle, former Head of Innovation and Creativity at Disney, who shared his strategies for embedding innovation and creativity into organizational culture. Duncan has spent decades fostering innovation in some of the world’s most iconic brands, […]

Why Two Weeks Notice Is Hurting Workplace Culture written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Robert Glazer

In this episode of the Duct Tape Marketing Podcast, I interviewed Robert Glazer, founder of Acceleration Partners, a global partner marketing agency, and author of the bestselling book Rethinking Two Weeks Notice. Robert is an expert in workplace culture, employee retention, and leadership. His work challenges outdated corporate practices and offers fresh strategies for creating thriving workplace environments.

During our conversation, Robert shared powerful insights on why the traditional “two weeks’ notice” practice is no longer effective and how companies can replace it with the Open Transition Program. By fostering psychological safety, improving communication, and rethinking job exit strategies, businesses can enhance employee retention, protect workplace culture, and build long-term loyalty.

Robert Glazer’s fresh perspective on employee transitions offers actionable strategies for improving employee retention, workplace culture, and corporate reputation. By replacing outdated practices like the two weeks’ notice with the Open Transition Program, businesses can create a supportive, loyal, and high-performing work environment.

Key Takeaways:

• Why Two Weeks’ Notice Is Outdated
  The traditional two weeks’ notice creates rushed transitions, strains relationships, and disrupts workplace culture. This outdated rule often leaves both employers and employees feeling dissatisfied and unsupported during career transitions.
• The Open Transition Program: A Better Solution
  Robert introduced the Open Transition Program, a proactive approach that encourages open conversations about career transitions. By providing a structured and supportive process, employees can leave on better terms, ensuring smoother transitions for all parties.
• Psychological Safety Is the Foundation of Loyalty
  Building psychological safety within the workplace allows employees to share their career aspirations and challenges without fear. This creates an environment of trust, where transitions can be managed with transparency and respect.
• Strengthening Workplace Culture Through Better Transitions
  Employee transitions are a crucial but often overlooked aspect of workplace culture. A thoughtful approach to resignations and career changes demonstrates respect for employees and reinforces a culture of trust and collaboration.
• The Long-Term Benefits of Positive Transitions
  Companies that implement better job exit strategies often see long-term benefits, including alumni referrals, Boomerang employees, and stronger client relationships. Treating employees well at the end of their tenure creates lifelong advocates for the brand.
• Replacing Resentme