Dear Joanna,

I am an independent change management consultant who has been hired for a six month contract on a special project. I have just submitted my two-weeks’ notice because I was offered a better contract both financially and professionally. The project manager is asking me to complete another employee’s work until I leave. This employee has not been able to perform his responsibilities over the past four months. I feel used. I have other tasks to complete during these two weeks which is in my contract well as transitioning my work to another team member.

How do I respond to the Project manager’s request?

Signed: Feel Used

Dear “Used”,

Great question. Seems like your manager has other plans for you before you leave, and it sounds like she is in a crisis with meeting her deadline. She has turned to you to save the day and do the work that should have been done by the other employee.

The following are some options to consider as recommended by leading consultants in the field:

1. Don’t burn your bridges.

I would just do what she wants. You are getting paid and in good faith and to keep up the good relationship with her (you never know when your paths might cross again), I would respect her deadline and understand that her name is on the line. Yes, that employee should have been fired and it’s unfair that the project manager has waited for a crisis like your leaving and then dump the work on you. That is the nature of the workforce for everyone.

2. Remember the consultant’s role.

My understanding of this role is that you do whatever the project manager wants even if it’s not in the contract. You were hired to ensure the success of the project. You were hired for your expertise and your ability to save the day. Isn’t that what consultants are for? Unless you have set clear boundaries before signing the agreement regarding your responsibilities and role on the project, you will need to be flexible and do the job she requires until you leave.

3. Up-manage.

Consider using your resignation as an opportunity to teach, coach and advise the project manager to deal with this crisis as well as avoid future crisis and meet her deadlines. I would recommend strategies that she can apply after you leave that can help her handle her underperforming staff. Perhaps you can offer to train them and therefore help the project manager be more self-sufficient. I would be direct and clear with her that her success and the success of the project is important to you, even though you are leaving. Leave the door open for her to contact you if she has questions. This could be another opportunity for you to carve for yourself – another contract to train the employees who have not be performing and have not been handled or fired as they should have been.

I wish you much success in your exiting this contract and starting a new fresh contract and project!

Joanna

P.S. the Consultant contacted me to tell me that she chose to follow my suggestion and not burn her bridges. She completed the other employee’s work in a couple of days, continued with her own work as well as transitioning the other employees to take over after she leaves. She decided that it’s a small world and felt that this option was the more ethical way to go as well as “doing the right thing”.

Dear Joanna,

I am a consultant who has been working on a project since January. It ends in a few months, but there is some indication in the office that it will continue after this time. As of yet, I have not been approached by the project manager or the vendor regarding the renewal of my contract. And recently, I have received an interesting offer from a reputable company to work on an important contract that will enhance my career. I feel a responsibility to complete my current assignment right to the end of my contract. Also, I really like the project manager to whom I report. I’m afraid of burning my bridges with her.

What should I do?

Signed, Feeling Guilty

Dear Guilty,

Congratulations on the great career opportunity! Thank you for the great question. Let’s talk about responsibilities. And boundaries.

1. Remember what you are NOT responsible for:

Unless stated in the contract agreement that you signed when you were outsourced by this current organization, you are NOT responsible for the project. You are NOT responsible for its success. You are NOT responsible for its completion. You are NOT responsible for its failures. You are NOT responsible for the hires and training. You must be clear about this. As you know, especially as a contractor, that organizations and projects are complicated with many complex stakeholders involved, lots of politics and power and plenty of overt and covert agendas.

2. Focus on what you ARE responsible for:

From my observations and experiences, your focus should always be on what you are responsible for, and what you can control in your current and future workplace. At your current project, you are responsible for being a responsible contractor, doing the best job you can, being a top performer who strives for excellence, being accountable to your co-workers and supervisor(s), being a helpful, collaborative team member, as well as ensuring that you always meet your deadlines, and deliverables.

You are also responsible for being transparent about your work and contributing YOUR PART to the success of the bigger project. You are responsible for resigning in a professional manner by giving the required two weeks’ notice by law, unless your contract agreement states otherwise. You can consider sharing the reasons for your early resignation with the manager you like.

3. An opportunity to expand your professional network:

Invite the Project Manager to connect with you on LinkedIn and be in touch with her as you can never have enough people in your professional network! If you want to go the extra mile for her, you can always refer a qualified candidate to fill your role. Again, unless stated in the agreement, it’s optional.

4. **WIFM (what’s in it for me?) evaluation**:

Just as your employer always does, make sure that in your role as a consultant or employee, you always remember to consider “WIFM” – what is in it for me? Ultimately, the most important area that you are responsible for is your own career, professional and financial development. It is also your responsibility to research and do your due diligence regarding the current offer on the table to confirm it meets your needs. Regarding your current assignment, unless it fills your professional, career and financial needs, it’s time to move on.

Hope this helps with your decision.

Ask the Employment Specialist: Handling your last days on a job

1. Don’t burn your bridges.

2. Remember the consultant’s role.

3. Up-manage.

Joanna

Ask the Employment Specialist: Resigning Responsibly

1. Remember what you are NOT responsible for:

2. Focus on what you ARE responsible for:

3. An opportunity to expand your professional network:

4. **WIFM (what’s in it for me?) evaluation**:

Joanna

1. Don’t burn your bridges.

2. Remember the consultant’s role.

3. Up-manage.

Joanna

1. Remember what you are NOT responsible for:

2. Focus on what you ARE responsible for:

3. An opportunity to expand your professional network:

4. WIFM (what’s in it for me?) evaluation:

Joanna

4. **WIFM (what’s in it for me?) evaluation**: