How to Quit Your Job Gracefully
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    HOUSE MEDIAN ASKING PRICES AND WEEKLY CHANGE     Sydney $1,587,785 (-9.64%)       Melbourne $968,477 (-1.28%)       Brisbane $894,769 (-1.51%)       Adelaide $810,780 (-6.94%)       Perth $764,276 (-4.92%)       Hobart $750,134 (+1.16%)       Darwin $645,801 (-3.38%)       Canberra $1,017,220 (+3.56%)       National $1,010,264 (-5.75%)                UNIT MEDIAN ASKING PRICES AND WEEKLY CHANGE     Sydney $725,381 (-1.27%)       Melbourne $488,555 (-0.24%)       Brisbane $499,581 (-5.39%)       Adelaide $411,364 (-4.41%)       Perth $414,273 (-2.57%)       Hobart $498,192 (-6.11%)       Darwin $351,130 (-4.84%)       Canberra $480,942 (-4.46%)       National $506,040 (-3.24%)                HOUSES FOR SALE AND WEEKLY CHANGE     Sydney 10,047 (+6,578)       Melbourne 14,543 (+5,785)       Brisbane 8,228 (+1,243)       Adelaide 2,741 (+600)       Perth 6,788 (+1,322)       Hobart 1,219 (+48)       Darwin 269 (+17)       Canberra 1,013 (+155)       National 44,848 (+15,748)                UNITS FOR SALE AND WEEKLY CHANGE     Sydney 8,226 (+4,905)       Melbourne 7,846 (+2,295)       Brisbane 1,759 (+304)       Adelaide 499 (+101)       Perth 1,899 (+331)       Hobart 186 (-9)       Darwin 388 (+26)       Canberra 854 (+60)       National 21,657 (+8,013)                HOUSE MEDIAN ASKING RENTS AND WEEKLY CHANGE     Sydney $780 ($0)       Melbourne $590 ($0)       Brisbane $620 ($0)       Adelaide $600 ($0)       Perth $650 ($0)       Hobart $550 (-$10)       Darwin $680 ($0)       Canberra $690 ($0)       National $652 (-$1)                UNIT MEDIAN ASKING RENTS AND WEEKLY CHANGE     Sydney $725 (-$5)       Melbourne $580 ($0)       Brisbane $620 (-$10)       Adelaide $450 (-$20)       Perth $600 (+$15)       Hobart $470 (-$10)       Darwin $570 ($0)       Canberra $570 ($0)       National $584 (-$3)                HOUSES FOR RENT AND WEEKLY CHANGE     Sydney 5,614 (+7)       Melbourne 5,631 (-24)       Brisbane 4,055 (-125)       Adelaide 1,248 (+4)       Perth 1,830 (+7)       Hobart 380 (+12)       Darwin 153 (-19)       Canberra 664 (-12)       National 19,575 (-150)                UNITS FOR RENT AND WEEKLY CHANGE     Sydney 7,725 (-368)       Melbourne 5,038 (-276)       Brisbane 2,044 (-65)       Adelaide 394 (+11)       Perth 594 (-34)       Hobart 139 (+1)       Darwin 285 (-5)       Canberra 590 (-16)       National 16,809 (-752)                HOUSE ANNUAL GROSS YIELDS AND TREND       Sydney 2.55% (↑)      Melbourne 3.17% (↑)      Brisbane 3.60% (↑)      Adelaide 3.85% (↑)      Perth 4.42% (↑)        Hobart 3.81% (↓)     Darwin 5.48% (↑)        Canberra 3.53% (↓)     National 3.36% (↑)             UNIT ANNUAL GROSS YIELDS AND TREND       Sydney 5.20% (↑)      Melbourne 6.17% (↑)      Brisbane 6.45% (↑)      Adelaide 5.69% (↑)      Perth 7.53% (↑)      Hobart 4.91% (↑)      Darwin 8.44% (↑)      Canberra 6.16% (↑)      National 6.01% (↑)             HOUSE RENTAL VACANCY RATES AND TREND       Sydney 0.7% (↑)      Melbourne 0.8% (↑)      Brisbane 0.4% (↑)      Adelaide 0.4% (↑)      Perth 1.2% (↑)      Hobart 0.6% (↑)      Darwin 1.1% (↑)      Canberra 0.7% (↑)      National 0.7% (↑)             UNIT RENTAL VACANCY RATES AND TREND       Sydney 0.9% (↑)      Melbourne 1.4% (↑)      Brisbane 0.7% (↑)      Adelaide 0.3% (↑)      Perth 0.4% (↑)      Hobart 1.5% (↑)      Darwin 0.8% (↑)      Canberra 1.3% (↑)        National 0.9% (↓)            AVERAGE DAYS TO SELL HOUSES AND TREND         Sydney 36.6 (↓)       Melbourne 40.8 (↓)       Brisbane 36.8 (↓)       Adelaide 31.2 (↓)       Perth 41.1 (↓)       Hobart 41.6 (↓)       Darwin 49.2 (↓)       Canberra 39.9 (↓)       National 39.7 (↓)            AVERAGE DAYS TO SELL UNITS AND TREND         Sydney 36.2 (↓)       Melbourne 39.2 (↓)       Brisbane 33.8 (↓)       Adelaide 30.0 (↓)     Perth 43.3 (↑)      Hobart 43.8 (↑)        Darwin 33.7 (↓)       Canberra 45.3 (↓)       National 38.2 (↓)           
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How to Quit Your Job Gracefully

There are right and wrong ways to head for the exits.

By ALLISON POHLE
Tue, Jun 15, 2021 11:42amGrey Clock 4 min

The Great Resignation is coming.

A wave of employees looking for promotions, better pay and more flexible working arrangements say in surveys that they’ll be seeking new jobs in the coming months. About 26% of workers said they would search for a new gig when the threat of the pandemic decreases, according to Prudential’s Pulse of the American Worker Survey conducted in March.

Workers around the globe are sending similar signals. More than 40% of those who responded to Microsoft’s Work Trend Index, a global survey of over 30,000 people in 31 countries conducted in January, said they were considering leaving their employer this year.

Whether you’re entry-level or experienced, there are right and wrong ways to make your exit. It’s important to leave a job gracefully. Play it wrong now, and you might lose out on a positive reference or even job opportunities later. Career coaches and former human resource experts say you should follow these tips before you put your resignation in writing.

Don’t blindside your manager

While it can be tempting to leave a bad job as quickly as possible, it’s important to resign professionally. Schedule a meeting with your boss before you put anything in writing. When you schedule the meeting, tell your boss you have something important to discuss, but don’t explicitly say you’re quitting, says Christy Noel, a career coach and co-author of “Your Personal Career Coach.” The meeting should take place face-to-face or over a video call as a professional courtesy.

Your boss should be the first to know about the departure. While it might be tempting to tell your work friends, some of whom might know you interviewed elsewhere, this can backfire, says Melody Wilding, an executive coach and author of “Trust Yourself: Stop Overthinking and Channel Your Emotions for Success at Work.” Ms. Wilding has had clients whose work friends spread the news of their departure, which has resulted in their boss finding out about the new position through the rumour mill. This not only strains the friendship, it can be embarrassing for the manager, who then has to scramble to respond. “It’s really a gesture of respect to your boss,” she says.

Prepare for a range of reactions, Ms. Noel says. “They may have suspected something or they may be totally caught off-guard,” she says.

Keep your resignation letter simple

Your resignation letter is primarily meant to serve as proof in your HR file that you left the company, Ms. Noel says. Because it serves as a follow-up to the conversation you have with your boss, less is more. Most resignation letters run only a few sentences, and are addressed directly to your direct supervisor, not to their boss or the HR manager.

Make sure you’re locked into your decision to resign before hitting send. Once it’s sent, the company will begin its offboarding process. “The resignation letter is irrefutable,” says Cara Heilmann, chief executive of the career coaching firm Ready Reset Go, based in Walnut Creek, Calif., and a former HR professional.

If you don’t have anything nice to say, don’t say much

In her many years of reading resignation letters, Ms. Heilmann says she’s seen three approaches. Some people spell out every reason they’re leaving, others concisely state when their last day will be and some take the time to cheerfully reflect on their time with the company. “Those that are straightforward or cheerful are seen in a more positive light than someone who feels like they want to help the organization as they leave,” she says.

You don’t have to tell your employer what you’re doing after you leave the company or why you’re moving on if you don’t feel comfortable. “Don’t air your grievances,” Ms. Noel says. “Just say, ‘I really appreciate the opportunity you’ve given me.’ ”

If you can’t muster the energy to write a positive resignation letter, then Ms. Heilmann suggests using what she calls a “Just the facts, ma’am” resignation. It can be one sentence that says you are resigning, followed by your intended last day.

Give two weeks’ notice—at least

Even if you feel like you can’t spend another minute at your workplace, experts say the age-old adage holds true. The customary thing to do is give at least two weeks’ notice, but those in executive positions often give more time to allow the company the chance to find a replacement.

Many of Ms. Wilding’s clients give three to four weeks’ notice to help manage their transition. But even if you give two weeks, she suggests you offer to help put together a transition plan. It can include your current projects, as well as next steps. Include as much detail as you have time for.

“Having that one source of truth that’s a transition document for your successor demonstrates that you’re being proactive, you care about the organization and will help leave everything on a good note,” she says.

Express gratitude

Your resignation letter is the last impression you leave with the company. Ms. Heilmann has known people who have been terminated for cause, but have left in such a positive manner that they have been rehired in the future. “If you can muster the energy to give a more positive one, it does help you out,” she says.

Ms. Heilmann recalled a resignation letter that started with, “It’s been an amazing ride,” then went on to thank the manager for the opportunity and for all he had learned.

Let go of your baggage

After you send off your resignation letter, take some time to reflect. Sometimes taking a break between jobs can help you reset. But even if you can’t take time off, it’s important to let go of any negative feelings you may have about your former job so you don’t carry that baggage with you into a new position, Ms. Heilmann says.

If you bring these negative feelings to your new job, it will affect your relationships with your co-workers, as well as anyone who reminds you of your old boss. “If I could give any words of wisdom, especially to those who are early-career, it’s to figure out a way to manage that transition so you start completely baggage-free,” she says.

Reprinted by permission of The Wall Street Journal, Copyright 2021 Dow Jones & Company. Inc. All Rights Reserved Worldwide. Original date of publication: 13, June, 2021



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Amid Geopolitical Concerns, Major Philanthropy Continues to Forge Ahead…Creatively
By Geoff Nudelman
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Even amid two international conflicts and an upcoming U.S. presidential election, some philanthropic leaders are optimistic about the direction of overall giving through 2024.

Penta spoke with heads of several non-profits and leading philanthropists to gauge whether charitable giving will continue its reported slump from 2023 or rebound alongside renewed interest in various political and economic issues.

“Contrary to what some might expect, philanthropy has had resilience in these times,” says Stacy Huston, executive director of Sixdegrees.org, a youth empowerment non-profit based in Virginia founded by actor Kevin Bacon in 2007.

Huston’s view echoes recent data from the biennial Bank of America Study of Philanthropy published last year, which found that while affluent giving is largely down, the value of the average philanthropic gift is up 19%, surpassing pre-pandemic levels.

The notion of what these gifts look like is changing, and is partially responsible for the growth. Philanthropy can be executed through more avenues than ever, whether through celebrity association, tech titans stewarding large endowments, or  athletes using their platforms to advocate for and create meaningful change.

“The industry and movement is creating new models, and you want to get it right,” says Scott Curran, CEO of Chicago-based Beyond Advisers. “No one should take their foot off the gas pedal.”

Curran spent a number of years with the Clinton Foundation in its infancy before leaving in 2016 to open his own consultancy, which focuses on philanthropy strategy at the highest levels. Curran and his team work with celebrities, athletes, multi-generational family foundations, and other affluent givers who need guidance in directing their philanthropic efforts. It’s a growing area of interest: Over half of affluent households with a net worth between US$5 million and US$20 million have, or are planning to establish, “some kind of giving vehicle” within the next three years, according to the Bank of America report.

Corporate philanthropy, rather than individual giving, is the cornerstone of Marcus Selig’s work as chief conservation officer at the National Forest Foundation, a Congressionally chartered non-profit based in Montana responsible for protecting millions of acres of public lands.

“Our outlook is business as usual,” he says, advising that giving may slow down, but not enough for the foundation to change course.

Factors such as political polarisation in the U.S. and the wars in Eastern Europe and the Middle East are pushing nonprofits to consider their niche, and how they might work with other groups, both on the corporate and philanthropic levels, Selig says.

“It leads to a little more sharing on the ground in what needs to be done,” he adds.

Steve Kaufer , founder of Massachusetts-headquartered e-commerce giving platform Give Freely and founder of TripAdvisor, says that the economy has a much bigger role in election years, as he looks to build and grow something that can act as a “counterbalance.”

“There’s a trend towards democratisation, and acting collectively can lead to greater impact,” he says.

Kaufer’s new platform hopes to leverage the everyday philanthropist through online shopping dollars to benefit major charity partners like UNICEF and charity:water, who earn funds as shoppers choose an organisation to benefit through an online clickthrough process.

“Whether a good year or bad year, e-commerce will continue to keep growing,” he says. “Nobody doubts that.”

Whether a legacy foundation, corporation or individual, the political landscape this year is requiring some to exercise caution as they consider what their own charitable actions might be and how it could be viewed more broadly. For the personal philanthropist, every move is now scrutinised more closely. On the nonprofit side, entities are exercising more due diligence to understand if a specific donor aligns with their mission and that there aren’t any underlying issues that could cause greater pushback.

“You have to be able to walk the walk,” Huston says. “For example, we’ve had to turn down very large donor checks from corporations because there’s a Reddit stream calling them out on their human rights practices.”

She adds that even a routine charity activation could now be aligned with a political party, and that adds complexities to how a higher-profile organisation like Six Degrees can activate, especially as the film Footloose turns 40 in 2024 (which Bacon starred in).

“A lot of organisations and states want to align themselves with this feel good moment, and we should be able to stand side by side with everyone, but we have to be aware,” she says.

Another topic attracting donor interest today is  mental health, an area that historically has been underfunded and under-resourced by philanthropy, according to Two Bridge partner Harris Schwartzberg, who has been closely linked to the mental health space for more than a decade.

Today, the issue for mental health nonprofits is less about resources and more about societal divisiveness and polarisation around the topic. There’s an “overwhelming demand” for solutions, but the space is in a “perfect storm” for the broader political issues to make things worse, Schwartzberg says.

In Curran’s opinion, the storms brewing are troublesome, but they are also creating new opportunities for corporate and personal giving. The  current state of philanthropy is one of “dynamic, expansive, and blurred lines,” meaning a careful blending of targeted giving combined with an understanding of the broader geopolitical landscape could lead to a successful overall philanthropic strategy.

“There are a lot of headlines that distract, but shouldn’t,” he says. “2024 needs more serious philanthropists than ever.”

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