Of course you can quit your job, but be mindful of the relationships you’ve fostered when moving on. Plus: Think you don’t play a role in boosting engagement? Think again.

Quitting your job is the professional version of a breakup—part ways, but don’t burn bridges. You never know when you’ll be bumping into one another again.

The best way to handle professional breakups, and more, in today’s Social Media Roundup:

When it’s over

Good tips if considering transition RT @rosettathurman: NEW POST: How to Quit Your Job W/O Burning Bridges http://t.co/sRJMS7cmEi #sachat

— Gena Stack (@GenaRStack) November 4, 2013

It’s me, not you: Life isn’t one set path—and your career isn’t either. While it’s OK to leave one job for another, it’s vital you do so in a mindful and sensitive way. “It’s a small world. If you leave any company with a chip on your shoulder, people will be talking about you, and not in a good way,” writes author and speaker Rosetta Thurman. Among Thurman’s suggestions: Give your employer at least two weeks’ notice, writing a formal resignation letter that shares the necessary details, not the added emotions. “It should be less than one page, typed up and signed by you. Avoid putting in specific details of why you’re leaving in the formal letter. Save that for the exit interview, if there is one,” she writes. Regardless of your reason for leaving, your employer granted you the opportunity to work in its office, so be sure to deliver the news of your departure in person. What recommendations would you give your employees when it comes to quitting a job and moving on? (ht @GenaRStack)

Real responsibility

RT @fistfuloftalent Why Employees Have a Role In Their Own Engagement http://t.co/XjaQuC7RXp #dthr #asae #iacc

— Bryan Wempen (@bryanwempen) November 8, 2013

Point fingers all you want, but employees have their own role to play in ramping up member and staff engagement, writes Paul Hebert from Fistful of Talent. In the past, HR and management would bear the heavy weight of low engagement scores—but it’s not always all their fault, Hebert says. “Engagement levels in your organization are the outcome of the interplay between players, not the actions of one audience. We must accept it even [if] we don’t like it.” You wear multiple hats as an employee. Channel those skills—whether you are a mentor, an innovator, a cheerleader, or a consoler—and apply them to helping your association rev up the excitement and ramp up the engagement. (ht @bryanwempen)

What role do your employees play in boosting engagement in the organization? Tell us in the comments.

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