Top tips to leave a comprehensive handover

Posted On 11 Nov 2022

Top tips to leave a comprehensive handover

11 Nov 2022
Welcome to November's edition of The Assistants Newsletter!

The Assistants Newsletter

Welcome to November's edition of The Assistants Newsletter!

Welcome to November’s Assistant’s Newsletter! We hope you have enjoyed these as much as we have loved putting them together for you!

To kick off, our tips this month are, ‘how to do a fabulous handover!’. Usually, we do these when resigning. At EST10, as the employment experts, we think the way you leave your job is just as important as the way you start it. Don’t underestimate the impact your ‘last impression’ has! We hope our top tips help!

This will be our last Newsletter for 2022! We would like to take this opportunity to thank you for taking the time to read our newsletter and to wish you, your family, and friends a very Merry Christmas and safe, healthy and prosperous New Year.

See you in 2023!

Much love


Top tips to leave a comprehensive handover
We have all been there…it is the end of your first week in a new job, your incumbent has finished and suddenly you’re on your own. Everything you have learnt over the past week seems to have disappeared – you can’t find the right file; the passwords aren’t working and when was that project deadline you had to meet!

That first week in a job is full of emotions – excitement, nervousness, exhaustion, and enjoyment. A thorough handover can make or break it. And that’s no exaggeration! Not only does an extensive handover make life easier for anyone incoming but makes you shine as an outgoing employee. It is not just first impressions that count, last ones too!

We hope these tips help you to leave a stellar handover. You can even get a head start now in getting your processes and procedures thoroughly documented- even if you are staying.

Tip 1 – Create a comprehensive (or exhaustive 😊) document

The basis of any handover is a document of some kind. We suggest when creating it to keep the formatting simple. Whilst a video, presentation or even an excel document might seem most logical to you, stick with a word document. Everyone can use it, understand it, edit it and work with it. When creating the document make use of sections, contents, and headers to make it easy to use and understand. Use an easy-to-read font and do not make the text too small. Images and spacing also help ensure it is not too overwhelming.

When it comes to detail, more is better. Whilst a process might be second nature to you it might be brand new to someone else. Consider using images, screen grabs, links, and step-by-step instructions for anything more technical or complicated. Examples can also be useful when it comes to documents or communication preferences – email response templates, presentation formats or meeting request outlines. Each company and executive have their own way they like things and knowing what these are from the get-go is a huge help.

And remember to include everything you do within your role! Turning the lights on when you get in may be second nature to you, but the incoming employee won’t automatically know that is part of their role unless you tell them!

Tip 2 – Give yourself adequate time

Those last few weeks in a role are often filled with finishing projects, onboarding your replacement, wrapping up tasks…we could go on. Time will be precious. If you can, begin creating your handover document the moment you start thinking about moving on. Even if you are happy in your role consider starting on this document. Having your processes, procedures and tasks written down can be helpful regardless, whether it is for a period of annual leave, demonstrating your role in reviews or even just as a reference guide for yourself for those less frequent tasks. You may also find yourself in a position where you are promoted or move elsewhere within the company, a bulletproof handover will, in the long run, save you time and effort.

Tip 3 – Manage the transition

A handover does not start and finish at a document. It is the period from handing in your notice until you finish in the role and in some cases even beyond that. How you manage this can leave a lasting impression. When developing a handover consider creating a schedule for any crossover period. Schedule catch-ups or calls with any key individuals whether that be managers, suppliers or colleagues and introduce your replacement. Copy them into any relevant communications. Run through your calendar to forward any relevant meetings or deadlines.

Do not forget this is also a change for your manager and your team, so involve them in any handover. Have them review handover documents, confirm any areas they would like you to focus on and be sure to tie off any loose ends on projects you are working on.

What to include

This is not an exhaustive list, but next time you are pulling together a handover consider including at a minimum:

·     Who is who in the organisation and an organisation chart

·     Daily tasks and processes

·     Instructions on how to access all relevant files

·     Project deadlines, plans and status updates

·     Information about key meetings – annual, monthly, weekly etc

·     Key contacts – customers, colleagues, suppliers, support

·     Any passwords or login details

·     Preference list for anyone you support including restaurants, airlines, drivers, hairdressers, coffee, lunch orders

Use these tips and your replacement, manager and team will be forever grateful!


Top tips to leave a comprehensive handover

What’s new….

Toko Sydney

275 George Street, Sydney

Toko was one of a handful of restaurants that really set the pace in Surry Hills way back when. After 15 years in their iconic Crown Street digs, TOKO has moved to the city! They are delivering a new but familiar TOKO experience and already have rave reviews.


EST10 Hot Job

Private Personal Assistant

$150,000 + Super 

Joining a private family is always unique and this is no exception! You will be supporting all members of the household in everything they need; you will work closely with other household and corporate staff to ensure the seamless day to day running of the family.


Most read this month

Harvard Business Review – 5 Ways To Figure Out If A Job Is Right For You – written by our amazing MD, Roxanne Calder. We are all so excited to share it! We hope you enjoy reading as much as we did! 

Just as employers evaluate you, you should also be evaluating employers. It’s all about taking the time to know what the role will entail and how the organization will (or won’t) align with your values, potential, and future goals.


Upcoming events

Salvo’s Christmas Appeal

One of our EST10 values is ‘Generosity’ and Christmas is an opportunity to live this value to the full. We invite you to join us in donating to this years Salvo’s Christmas appeal. Our offices will be a collection point for new, unwrapped toys, non-perishable food items as well as gift vouchers.

Please drop any donation’s off between now and Friday 2nd December, ready for collection.

EST10 have also set up a Wishes link, an opportunity to donate financially for those who would like to.

Thank you so much for your generosity and kindness, it really will go a long way.




And something for you....

Badu Gili: Wonder Women

Badu Gili – meaning ‘water light’ in the language of the traditional owners of Bennelong Point, the Gadigal people. A free daily experience that explores First Nations stories in a spectacular six-minute projection on the Sydney Opera House. Watch the sails illuminate with Badu Gili: Wonder Women, a new projection celebrating the work and stories of six female First Nations artists.


And something for you....

About the author
Roxanne Calder
Managing Director

As Founder and Managing Director at EST10, Roxanne has an all-encompassing role that includes building and growing the business, as well as actively recruiting and consulting.

After completing a Bachelor’s Degree at Monash University, Roxanne began her recruitment career with renowned recruiter Julia Ross. From there, Roxanne worked in HR and recruitment with a number of global players and boutique businesses throughout Australia, the UK, Singapore and Hong Kong for over 20 years. She has been responsible for managing large teams and projects, implementing RPO models, managing and assisting businesses to an IPO and assisting companies in setting up their recruitment teams and processes.

Following completion of her MBA at the Australian Graduate School of Management, Roxanne launched EST10 in July 2010. In doing so, she hoped to combine the flexibility and high touch service levels of boutique agencies with the structure and strategy afforded to larger firms. Roxanne believes in high-touch, high-care consulting and is always on the lookout for consultants that share this vision of recruitment.