What You Must, Should, Could, and Shouldn’t Do
When I spoke yesterday about starting a new marketing role and the metrics to track, I realised something important – we spend so much time talking about beginnings, but rarely discuss endings. Today, I want to address the other side of the equation: what happens when you’re leaving your position as head of marketing.
Whether you’re moving to a bigger role, changing industries, or starting your own consultancy, how you handle your departure can define your professional legacy and impact your future opportunities. After working with countless marketing leaders through transitions, I’ve identified four key categories of actions that will help you leave on the right note.
What You Must Do
These are the non-negotiables – the actions that protect both you and your organisation from potential damage.
Provide Adequate Notice and Formal Documentation
Your contract likely specifies a notice period, but consider the complexity of your role. Marketing leadership positions often require longer transitions due to strategic planning cycles and stakeholder relationships[1]. Give your organisation time to plan for your departure properly.
Submit a formal resignation letter that focuses on gratitude and professionalism. Avoid criticism or detailed explanations of your reasons for leaving[2]. Keep it simple, positive, and forward-looking.
Secure and Transfer Critical Information
As head of marketing, you’re privy to sensitive information about campaigns, budgets, supplier relationships, and strategic plans. Create a comprehensive handover document that includes[3][4]:
- Current campaign status and upcoming deadlines
- Budget allocations and spending commitments
- Key supplier and agency contacts
- Strategic plans and their implementation timelines
- Performance metrics and reporting procedures
- Team development plans and individual objectives
Prepare Your Team for the Transition
Your departure will inevitably create uncertainty among your team members. Schedule individual meetings with direct reports to discuss the transition, reassure them about job security, and provide references for key team members[5]. This personal touch demonstrates leadership and helps maintain team morale during an uncertain period.
Complete Financial and Legal Obligations
Ensure all expense reports are submitted and approved, company property is returned, and any outstanding contracts or commitments are documented. This includes updating signature authorities on marketing budgets and supplier agreements[6].
What You Should Do
These actions will enhance your professional reputation and set you up for future success.
Conduct a Proper Knowledge Transfer Process
Beyond basic documentation, create a structured knowledge transfer plan[7]. Schedule multiple sessions with your successor or interim replacement to discuss not just what needs doing, but why certain decisions were made and how to navigate organisational politics.
Record video explanations of complex processes or strategic thinking[8]. These become invaluable resources for your successor when they encounter challenges weeks or months after you’ve left.
Participate Constructively in Exit Interviews
Exit interviews are your opportunity to provide valuable feedback that could improve the organisation[9][10]. Focus on systemic issues rather than personal grievances. Discuss what worked well, what could be improved, and what resources would help your successor succeed.
Be honest but diplomatic. Frame challenges as opportunities for improvement rather than criticism[11]. This approach demonstrates maturity and maintains relationships for potential future collaboration.
Maintain Professional Networks
Reach out to key contacts – clients, suppliers, industry colleagues – to inform them of your departure personally[5]. This prevents awkward situations and maintains relationships that could be valuable in your next role.
Ensure smooth client transitions by introducing key accounts to your successor or temporary replacement. This demonstrates professionalism and protects the organisation’s business relationships.
Plan Your Announcement Strategy
Work with your manager and HR to plan how your departure will be communicated internally and externally[12]. This includes timing, messaging, and who will handle various stakeholder groups. A well-managed announcement prevents rumours and maintains confidence in the marketing function.
What You Could Do
These optional actions can add significant value but aren’t essential for a professional departure.
Create Long-term Strategic Documentation
Consider developing a 90-day action plan for your successor, outlining immediate priorities and potential challenges[12]. This demonstrates strategic thinking and commitment to the organisation’s continued success.
Document your vision for the marketing function’s future development. This could include recommendations for team structure, technology investments, or process improvements that you didn’t have time to implement.
Provide Extended Support
Offer to be available for questions during your successor’s first few months[13]. Many organisations benefit from having access to institutional knowledge even after the formal handover period ends.
If you’re moving to a non-competitive role, consider offering consulting support during the transition period. This can provide additional income while helping ensure your former organisation’s continued success.
Mentor Key Team Members
Spend extra time with high-potential team members, providing career advice and development guidance[14]. This investment in people often pays dividends through long-term professional relationships and referrals.
What You Shouldn’t Do
Avoiding these mistakes protects your reputation and future opportunities.
Don’t Burn Bridges
Never use your departure as an opportunity to settle scores or voice long-held grievances[2][15]. Industries are smaller than you think, and negative departures have a way of following you to future roles.
Resist the temptation to criticise your manager, colleagues, or company culture publicly. Social media makes it easy to share frustrations, but these posts can damage your professional reputation permanently[16].
Don’t Rush the Handover Process
Avoid leaving critical information transfer until your final week[3]. Complex marketing operations require time to understand, and rushing the process increases the risk of important details being overlooked.
Don’t assume your successor will understand the reasoning behind your decisions without explanation. What seems obvious to you may be completely unclear to someone new to the role.
Don’t Neglect Your Team’s Emotional Needs
Your departure affects more than just operational continuity. Team members may feel abandoned or worried about their own job security[17]. Don’t underestimate the emotional impact of leadership changes.
Avoid making promises you can’t keep about staying in touch or providing future support. Be realistic about your availability while still being supportive.
Don’t Take Inappropriate Action
Never attempt to recruit team members for your new role during your notice period. This violates trust and can lead to legal complications. If team members express interest in joining you eventually, suggest they wait until after your departure to make contact.
Don’t remove or copy files that belong to the organisation, even if you created them. This includes contact lists, strategic documents, or campaign materials[6].
Making Your Exit Strategy Work
The key to a successful departure lies in planning and communication. Start preparing for your exit from the moment you decide to leave, not when you submit your resignation letter.
Remember that how you leave often matters more than how you arrive. A professional, thoughtful departure protects relationships, maintains your reputation, and often leads to future opportunities. Former colleagues become advocates, and organisations may even invite you back in different capacities.
Your departure is also an opportunity to reflect on your achievements and lessons learned. This reflection helps you articulate your value proposition for future roles and demonstrates the strategic thinking that makes senior marketing professionals valuable.
The marketing landscape continues to evolve rapidly, but the fundamentals of professional conduct remain constant. Treating your departure with the same strategic thinking you applied to your marketing campaigns ensures you leave with your professional brand intact and your future prospects enhanced.
Your exit strategy is ultimately a marketing exercise – you’re marketing yourself for future opportunities while protecting the brand you’ve built throughout your career. Execute it with the same care and attention you’d give to launching a major campaign, and you’ll find it pays dividends throughout your professional journey.
References and Further Reading
Professional departure strategies can be complex, and each situation requires careful consideration. For additional guidance on executive transitions, the Harvard Business Review offers excellent resources on leadership departures[5]. The CIPD provides comprehensive guidance on exit interview best practices for UK organisations[9]. For marketing-specific transition planning, the Marketing Week archive contains numerous case studies of successful leadership changes in marketing departments.
[1] My Marketing Director Is Leaving, Now What? https://viragomarketing.com/my-marketing-director-is-leaving-now-what/
[2] 7 Things To Never Put On A Resignation Letter – Executive Agents https://executiveagents.com.au/7-things-to-never-put-on-a-resignation-letter/
[3] How to write a handover document – BrightHR https://www.brighthr.com/articles/leave-and-absence/how-to-write-a-handover-document/
[4] Five Useful Hints for a Professional Handover – jobs.ac.uk https://career-advice.jobs.ac.uk/career-development/professional-careers/five-useful-hints-for-a-professional-handover/
[5] How Leaders Should Leave | Working Knowledge – Baker Library https://www.library.hbs.edu/working-knowledge/how-leaders-should-leave
[6] Dos and Don’ts for Downsizings and Executive Departures https://www.navigateforward.com/dos-and-donts-for-downsizings-and-executive-departures/
[7] 7 Steps for a Successful Knowledge Transfer Plan https://blog.procedureflow.com/knowledge-management/knowledge-transfer-plan
[8] How to Build an Effective Knowledge Transfer (KT) Process in Your … https://www.linkedin.com/pulse/how-build-effective-knowledge-transfer-kt-process-your-sawan-d-nrxmf
[9] Essential Exit Interview Questions to Ask Employees https://www.thehrconsultants.co.uk/knowledge/exit-interview-questions-you-should-be-asking
[10] 20 Great Exit Interview Questions You Need to Ask – BambooHR https://www.bamboohr.com/blog/exit-interview-questions
[11] Navigating the Exit Interview: Dos and Don’ts for Employees – LinkedIn https://www.linkedin.com/pulse/navigating-exit-interview-dos-donts-employees-marcin-majka-7uwdf
[12] Effective Leadership Transition: A 6-Step Guide for Communicators https://www.yourthoughtpartner.com/blog/leadership-transition
[13] executive series: how to prepare a proper and smooth handover. https://www.randstad.com.hk/career-advice/career-development/how-to-prepare-a-proper-smooth-handover/
[14] Knowledge management—how to transfer know-how when a … https://www.coachmentoring.co.uk/blog/2025/05/knowledge-management-how-to-transfer-know-how-when-a-colleague-leaves/
[15] Resignation Letter Etiquette: What To Include or Leave Out – Indeed https://www.indeed.com/career-advice/starting-new-job/resignation-letter-etiquette
[16] Resign the right way: how to quit professionally – SEEK https://www.seek.com.au/career-advice/article/how-to-resign-the-right-way
[17] What to Do When Your Marketing Manager Puts In Their Resignation https://www.lairedigital.com/blog/what-to-do-when-marketing-manager-resigns/
[18] What Makes a Good Credentials Presentation? – Kevin Harrington https://www.kevinharrington.com/2024/04/what-makes-a-good-credentials-presentation/
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