Are you actively looking for your next leadership role? Before you speak to another executive recruiter, apply for another leadership role or walk into another interview, get clear on two things.

First, what is your ideal next role? Second, what is your value proposition?

Smart answers to both of these questions will save you months of wasted effort. Get them wrong – and watch one role after another slip by.

1. How To Switch Industries Without Taking A Step Back In Your Career.

The key to a successful industry change? Lead with transferable themes in your background.

But not all moves are possible. Arielle Executive’s Managing Consultant, Philippa Counsell, explains what’s realistic for you, and how to pull it off.

2. The Most Fatal Job Search Mistake Accomplished Leaders Make.

The more accomplished you are, the more career directions you have in front of you.

You’ll be tempted to appear flexible (e.g., “I can do transformation, growth, operations, or turnaround work”) – but that’s one of the most common and expensive mistakes we see.

Philippa explains how executives with complex careers accidentally shoot themselves in the foot by targeting too many directions – and what to do instead.

What is the best way to position yourself when your background is broad or unusually complex?

3. How To Make Executive Recruiters And Employers Notice You.

Your future employer isn’t buying your past activities – they’re buying a promise of future outcomes. Here’s how to sell your background correctly.

Philippa explains what a strong value proposition looks like – and how you can build one.

How Arielle Executive Helps Leaders Get More Interviews And Job Offers.

No senior leader builds a successful career alone.

Arielle Executive helps Australia’s executives remove the roadblocks that make job search harder than it needs to be.

Which of these roadblocks would you like to remove first?

I am applying for executive roles, but not getting traction.

I have a complex career that I don’t know how to sell.

I have an underperforming resume.

I have an uninspiring LinkedIn Profile.

I was recently interviewed by an Australian media publication about the ways AI will reshape our workforce.

I’m reposting the conversation below.

If you’re worried about your career – and want strategies for protecting it – this Q&A will help you think about the future more clearly.

What is the value of work in the age of AI?

A lot of human workplace value used to live in production.

You got praise for sending memos, managing busywork, producing spreadsheets and making PowerPoint presentations.

Even if production wasn’t directly your job (e.g., designer), it likely contained a significant amount of production work (e.g., sales teams preparing for client meetings and creating tenders).

(Related: How To Get More Job Interviews And Job Offers).

AI made production cheap and abundant. Anyone can now produce a slick deck or a clean prototype in minutes. So human value relocates to three things:

To preserve your career, you need to be strong in at least two of these domains. If you want to be a rare asset, you need to be a master of all three.

What does the future of jobs look like in an AI-driven economy?

For entry-level workers, work will shift from doing tasks to managing AI agents. 

There will be fewer mid-level managers, and the survivors will do less busywork and more architecting of hybrid agentic/human teams.

Executives will – for the first time in history – be capital allocators of companies with near-infinite production capacity. Their job will shift from asking “can we build it?” to “what is actually worth building?”

Once the decision is made, their role will be to lead rapid, iterative experiments that validate or refute it.

How will people earn a living as certain roles and salary structures evolve or disappear?

Let me give you the bad news. A lot of people will lose their jobs – despite what Sam Altmans of the world are telling us.

Software developers and content writers are feeling it already, with most now spending their days managing agents instead of writing code or polishing prose.

The good news is that it won’t be an “everyone is out of work” scenario. It will be a flip in what we view as scarce.

For a century, production talent was expensive and scarce. Soon, talent will be available on demand for a price approximating the cost of electricity.

That’s where the money will be – you’ll earn a living by climbing out of the doing and into the judging.

What are your broader thoughts on the future of work?

My view is that the standard career pathways will reorder.

For decades, people followed a similar preordained path: school, tertiary education, then the corporate world. A few weirdos like me decided to rebel and become entrepreneurs.

I think it will shift to: school, tertiary/entrepreneurship hybrid stint.

People with an aptitude for entrepreneurship will continue on that track. People who don’t will get corporate jobs.

Here’s my logic. If the most valuable skill ahead is judgement, you won’t be able to obtain it from theory. You’ll need first-hand experience.

So you will fund your own apprenticeship by building something – while you’re at uni. And unis, fighting their own fight for survival and relevance, will have no choice but to teach this skillset.

And I’m not talking about more Bachelor of Business (Entrepreneurship) programs taught by stuffy professors who read every book by Cialdini but have never set foot outside academia.

For the next generation of students, that will be freeing: their degree won’t be an empty credential to wave around, but evidence of their ability to build.

Steven

“The market is impossible.” “Recruiters never respond.” “Employers are too lazy to understand my value.” “The whole system is broken.”

I see and hear this rhetoric all the time. Especially as I’m doom-scrolling LinkedIn on a Sunday afternoon – because it feels more productive than binge-watching Netflix.

(But is it, really?).

The market is tight. Executive hiring is slow. Recruiters are often overloaded, unresponsive and guilty of trying to fit square pegs into square holes.

(Related: How Smart Executives Prepare For Job Search In 2026).

Great People Are Absolutely Being Missed.

But there is a point where blaming the “system” becomes too convenient.

If you’re active in the market and aren’t getting the results you were expecting, ask yourself a harder question – have you done everything you can to beat the market?

This question feels less nice.

I’m here to give you agency – and concrete steps that help you land your next role 4X faster.

(Related: Can ChatGPT Create A Resume That Doesn’t Suck?)

Step 1: Elevate Your Executive Brand.

More often than not, when I view the LinkedIn profile of a person who feels overlooked by the system, I immediately see the problem.

The headline is generic. The value proposition is vague.

It’s sprinkled with familiar buzzwords like “strategic”, “commercial”, and “results-driven”. But it offers no insight into the person’s worldview, values or any other differentiators.

Moreover, claiming that you’re strategic isn’t useful – because at your level it’s table-stakes.

You need to demonstrate that you’re strategic – in a way that’s relevant to the business you’re targeting.

That does not mean the person lacks value. It means the value is not legible. Undifferentiated.

And that matters, because recruiters and hiring leaders are not sitting around trying to interpret your career like archaeologists dusting off a fossil.

Step 2: Supercharge Your Outreach.

At the senior level, you must not rely on job boards to land your next role.

You need to do outreach.

Cold. Hard. Outreach. Yep, the kind most people don’t like doing.

But most people don’t achieve what they want in life. And if you want extraordinary results, you need to do extraordinary things.

Most of it is untargeted. Generic. Often written in a way that makes it obvious the sender has done almost no research.

That is not outreach. It is spam dressed up as effort.

So rather than adding more faux sympathy to the pile, I’d like to show you what world-class outreach actually looks like in the wild.

Meredith Chandler recently shared the email she used to beat 1,399 other candidates and secure a Head of Sales role.

The reason it works is not because it is clever in a gimmicky way. It works because it does two things most outreach fails to do:

She did not open with a long explanation of why she was amazing (even though she is). She did not ask the hiring leader to figure out why she might be relevant.

Only then did she introduce herself as the solution.

Her experience section was short. The proof was easy to verify. The social proof was built in through mutual connections. The CTA was light. Even the P.S. showed she had paid attention.

That is a very different game.

Of course, the obvious objection is that you cannot scale this kind of outreach. Yes, that is correct – and is the point.

A message like this takes work. You need to understand the company, the hiring leader, the role, the team, the likely problem, the commercial context and the angle that makes your background relevant.

But that is exactly why it works – because almost nobody does it properly.

Most candidates are trying to win through volume. More applications. More recruiter messages. More LinkedIn connection requests. More “just checking in” notes sent into the void.

But senior hiring rarely rewards volume. It always rewards relevance.

Find a real business problem. Show that you understand the context. Connect your background to that problem. Make the proof easy to verify. Keep the ask light. Sound like someone who has done the work.

Because in a world of people churning out low-effort work, the overprepared person wins.

I don’t want to butcher Meredith’s own analysis of why her email worked, so I’m pasting it below for you to learn from – without edits. Enjoy!

#1 The Subject Line

Arguably make-or-break.

I used his exact wording from a recent LinkedIn post.

The best way to stand out amongst one thousand other emails titled: “Interested in the Head of Sales role” is to repeat their own words back to them.

#2 I introduced a problem.

I didn’t start with:
“I’m amazing.”
“I crushed quota.”
“I was the #2 out of 160 AEs”

I made it about HIM and his current situation: a growing team of AEs with no management.

#3 I named his team members directly.

I referenced people already on the team and the outcomes they were driving.

That showed I did my homework and already thought like an insider.

#4 Only THEN I introduced the solution:

Hire me.

Not before.

#5 I kept my experience section short.

Resume attached.
Metrics included.
Numbers spoke for themselves.

No four-paragraph story about one deal I closed in 2021.

(And yes, of course I also sent an Aligned Room )

#6 I added social proof.

I mentioned mutual connections he could quickly check with if he wanted validation.

Fast trust.

#7 I kept the CTA low pressure.

Instead of: “Are you free Tuesday at 2:00?”

It was: “If this is interesting, happy to chat.”

Execs are busy. I didn’t even expect a response for at least a week.

#8 The P.S.

Underrated part of cold emails.

Another opportunity to prove I researched the company. I understood the vision.

I paid attention.

Most people apply to jobs.

Top sellers run a sales process.

There’s a difference.

Even in interviews.

*Especially in interviews.

Here’s a mistake I see constantly. A senior executive decides to get active in the market – and immediately defaults to the broadest possible positioning.

“I’m looking for a significant leadership role” – because they’re very experienced – “in any industry” – because they learn fast – “based in a major city” – because the kids need a good school.

For a recruiter or search firm partner, this is not a useful brief.

Yet, many senior leaders fall into this trap. They try to keep their options open by staying broad.

It also makes you almost impossible to place.

Counterintuitively, narrowing your focus increases your opportunities  – because the market will recognise your value and know when to think of you.

Before you reach out to a single person, get three things locked in.

1. Pick The Right Direction.

Choose your next role based on where market demand meets your experience and values – not just what you’re good at.

Don’t ask yourself “what have I done?” but “where has my work created the most measurable value?”

Your next step is to ruthlessly eliminate options – until you’re left with the one that best aligns with your values.

Because competence and fit are not the same thing.

The hard part is knowing whether the lack of satisfaction you’re feeling is a sign that you:

(Related: How Arielle Executive Strategic Positioning Works).

2. Set Concrete Boundaries.

If you’re struggling with the task above, start by removing smaller pieces.

First, decide which sectors are wrong for you – so you can stop pretending they’re not.

Next, determine which cities actually work for you as a base. (Yes, a stint in Singapore looks exotic on your resume – but Singapore is also a hot concrete jungle).

Rule out running an Australian outpost of an international company – if you’re tired of odd working hours, living on planes and reporting to a CEO in Frankfurt or San Francisco.

The key decision here is balancing the size of the business with your seniority (e.g., step up to the C-suite at a 500-person scale-up or take another functional role at a 10,000-person company?).

A great tie-breaker here is usually the type of culture you thrive in.

3. Build A Narrative That Sells.

You’ve decided on your next step. But you can’t go to market with a $25 AI-generated resume from Fiverr.

A strong resume is a forward-looking business pitch that demonstrates your fit at the next level up.

Unfortunately, most leaders have resumes that look like backward-looking chronicles of their careers.

If that’s you, invest in a professionally-written executive resume and a LinkedIn profile that convey your commercial value.

Because at your level, every day translates into thousands in opportunity cost.

(Related: How To Write A Resume For The Australian Market).

Think about it this way – if professional help moves you into a role with a $50,000 higher base salary, 6 months earlier, the documents have paid for themselves during your first month in the role.

As humans, we under-estimate opportunity cost.The real cost isn’t the money you spend. It’s staying invisible for another six months while you wait to see if the DIY version works.

Never Spray And Pray Search Firms.

Once your positioning is clear, you’ll be tempted to go wide.

To blast your resume to every recruiter on LinkedIn. To send a generic note to two hundred people with “exploring new opportunities” in the subject line.

This is the executive equivalent of spray-and-pray. It feels productive. It achieves almost nothing.

Strategic outreach means three things:

What Top Candidates Are Doing To Win.

Executive candidates who are landing roles in 2026 are treating their search like a campaign – with a target market, a value proposition, a channel strategy, and a timeline. They’re deploying the tactics I described above in a systematic way.

Candidates who are failing treat their job search like a lottery.

Irene

After years of dire warnings, have the robots finally come for our jobs? Four companies with a strong presence in Australia announced layoffs in February and March –

WiseTech Global, Commonwealth Bank, Block (formerly Square), and Atlassian.

Yet, the evidence for a widespread AI jobs takeover is weak right now.

The Australian labour market is showing resilience (unemployment is at a low 4.1%).

The US jobs market is softer but still steady, with the jobless rate at 4.4% and slow job growth.

(Related: Your Career Just Got An Expiry Date).

Increased automation is obviously having an impact – and will likely keep having an impact.

But there’s a gaping divide between what generative AI (GenAI) models are potentially capable of, and how they’re actually being used.

Why?

Why AI Is Becoming The Perfect Excuse For Layoffs.

The people selling, or investing in, AI tools have been among the loudest voices shouting that human workers will soon be obsolete.

For example, the CEO of Microsoft AI, Mustafa Suleyman, made news at the start of the year when he claimed that most professional tasks “will be fully automated by AI within the next 12 to 18 months.”  

Alongside its US$13B investment into OpenAI, Microsoft sacked over 15,000 employees in 2025 – citing AI-driven efficiencies.

Atlassian, meanwhile, has reasons to be nervous.

The company is at risk from AI-native competitors.

It’s been building its own GenAI solutions – and spent almost $1 billion last year to acquire an AI web browser that will be integrated into its products.

In March 2026, the company slashed 1,600 jobs, ostensibly because AI had changed “the mix of skills we need,” and “the number of roles required”, according to CEO Mike Cannon-Brookes.

One Atlassian employee who spoke anonymously to the Sydney Morning Herald questioned that narrative, saying “I personally think we overhired, and [Cannon-Brookes is] hoping the stock price goes up as a result”.

Job cuts by payments company Block this year that saw 40% of its headcount go were also criticised for so-called ‘AI-washing’.

AI expert and Associate Professor at The Wharton School, Ethan Mollick, said Block’s job cuts were dubious because AI tools were still so new and “we have little sense of how to organise work around them.”

“Is Block’s announcement just a convenient and flashy new cover for typical corporate downsizing?” was the question posed by former Block employee Aaron Zamost in an op-ed for The New York Times.

(Related: How To Get More Job Interviews And Job Offers).

Stanford University Professor Jeffrey Pfeffer, who studies workplaces and modern business management, said in response to the op-ed: 

University professors like Pfeffer must be taken with a pinch of salt, as decades in academia are not a substitute for real executive business experience.

Yet he is right that improving margins by adopting AI signals that a company is innovative. Going places. Part of the zeitgeist.

How Close Is AI To Replacing Jobs?

No bones about it, agentic AI tools are powerful. And they’re rapidly imporving.

But the fact that AI tool is capable of doing something, isn’t the same as being able to reliably replace a real worker.

The widely-referenced METR (Model Evaluation & Threat Research) task-completion time horizon graph shows AI agents’ capabilities are advancing exponentially.

Such measures show a trend, but have limitations.

So, the latest Claude model, for example, cannot independently code software for 10 hours.

Instead, it has a 50% chance of successfully performing tasks that might typically take humans 10 hours.

The CEO of Anthropic said one year ago (March 2025) that by now (March 2026) AI could be writing “essentially all of the code” in the software we use.

While some companies, including Microsoft and Anthropic, have been able to offload substantial amounts of coding duties to AI, the pace of adoption outside big tech is nowhere near as rapid.

Recent research by METR also shows that using AI actually slows down the work of software programmers due to the added time spent prompting and reviewing the tool’s outputs.

Not just a little slower either —-19% slower.

Another study that analysed real work activity of 164,000 workers, over more than 443 million hours, found AI was making work more complicated and intense.

More time spent emailing or in business management tools. More hours are worked on weekends.

The Future Of Work May Not Involve Humans.

It seems clear that knowledge workers will be disproportionately impacted by AI compared to blue-collar workers. Computer-based work is more ripe for automation.

It’s no wonder that many companies are experimenting with AI or using tools like Microsoft’s Copilot.

Yet these AI programs remain small-scale and often fragmented across one or two business functions.

There are plenty of barriers to adoption:

A 2025 report from MIT Media Lab showed:

The report also found limited layoffs from GenAI.

Letting AI entirely takeover essential functions that shape a company’s success is also risky.

Global fintech Klarna learnt the hard way.

It replaced 700 customer service roles with bots in 2024, but backtracked a year later because the AI alone wasn’t good enough.

CEO Sebastian Siemiatkowski said in May 2025 that Klarna would be looking to hire more humans to handle complex enquiries:

Even when the tools have matured, AI taking over jobs isn’t necessarily the most cost-effective way forward.

Or what’s best for society, which could see governments step in to regulate.

A recent report found that automation and offshoring of roles to AI could have a cumulative net negative impact on Australia’s GDP – whereas using AI to augment the current workforce could add over $1 trillion to our economy.

McKinsey’s North America Chair Eric Kutcher, said in January 2026 he thinks organisations will embrace hybrid AI-human workflows that will require fast learners and judgement-based roles.

How To Make Your Job AI-Proof.

A recent viral post by CEO of AI writing assistant software platform HyperWrite, Matt Shumer, urged people to “get proficient” at AI with urgency, because the latest models are ready to take over almost every white collar job within “one to five years.” 

Respected author of ‘Everybody Writes’, Ann Handley responded to Shumer’s thesis, to say, “Do not panic.”

The timeline is murky, and Shumer has vested interests, she argues.

She thinks the exponential curve of AI job displacement will likely hit a wall – “not because of technological limits, but because real-world adoption is messy and human-shaped.”

She acknowledges we’ll all face the imperative to learn AI skills, but suggests the timeline will be longer than 2-5 years as everyone grapples with change.

Shumer may be right when he says that the people who will thrive will be those who become “comfortable with the pace of change itself.”

Jody

Many employers are now onboard with the idea that time-off is vital for keeping people well and productive. But you can’t assume your leave request will be approved until you have confirmation from your boss.

So, before you spontaneously buy concert tickets or snap up on-sale flights, discover how to write a polite leave request email.

When And Why To Put Your Leave Request In Writing.

Full and part-time employees in Australia are entitled to request paid and unpaid time off for a variety of reasons including:

While personal leave leave is often unplanned — like when you wake up with a nasty bug or a sick kid – taking most other types of leave requires some negotiation beforehand.

In either case, it’s standard practice nowadays to send an email request or notice.

You’ll need to be guided by what’s stated in the award you’re covered by or your employment agreement/contract, as well as your employer’s documented HR policies.

There are also no hard rules around when your boss can refuse your leave request.

What if you’re one the 2.6 million Australians in casual roles who don’t accrue annual or sick leave?

While you don’t need anyone’s permission to not accept a shift, you might still be expected to formally request leave in writing, and it can protect you too.

So no matter your employment status, a leave request email makes sense because it:

How To Structure Your Leave Request Email.

In four steps, this is how to produce a professional leave request email.

1. Include A Clear Subject Line And Salutation.

A clear email subject line would usually include:

For example:

Make sure the person you’re emailing with your leave request is the person with authority to approve it.

If you’re sending your leave request email to someone you email regularly and usually greet with a ‘Hi’ or ‘Hello’, use that same approach. 

2. Make Your Request And Clarify Leave Dates.

Get to the point quickly, mention the leave type and provide the precise date range or timing of your leave. Some examples:

Obviously, if you can’t come in because of an unplanned reason, your email is more of a notification.

But you should still include the specific date/s you’ll be absent.

3. Share Details Or Arrangements Your Boss Should Know.

You don’t need to give a specific reason for why you’re taking leave. But let’s be realistic, being vague can make your request seem suspicious.

If you’re not confident your request will be approved — and especially if you’re making a request at short notice — providing some background may lead to your supervisor being more understanding.

Also, if your workplace policies require it, be sure to attach any doctor’s notes or other evidence.

You may also want to mention:

4. End Your Email Respectfully.

If you’re asking for time off in advance, you might end your email with something like:

Or if you’re unexpectedly taking leave, you might say:

To keep it professional, here’s what you don’t want to do:

Leave Request Email Template.

Need a draft or template leave request email to get started? Here’s one you can save for future use:

Samples Of Good Leave Request Emails.

The samples below show how you can put my advice into action to politely request leave in different circumstances.

Leave Request Email Due To Taking Annual Leave.

Leave Request Email Due To A Death In The Family.

Leave Request Email Due To Being Sick.

Final Tips For Asking Your Boss For Leave.

Writing a leave request email isn’t hard but getting the tone and details right does matter. It’s one of things that shapes your employer’s perception of you as a reliable, trustworthy employee.

Ensure that you’re informing the right person, through the right process or channel, with an acceptable amount of notice. And then write a concise leave request message in a professional style that matches the level of formality in your workplace.

Once your leave has been approved or acknowledged, keep your manager informed if anything changes about your plans or your workload.

You might also send your boss a quick email the week before you take off on planned leave to remind them of the dates you’ll be gone and provide a ‘work-in-progress’ update.

Jody

Workplace burnout is rampant in Australia. Research from Allianz Australia shows that as many as 33% of employees feel burnout at work. This isn’t just a problem for employees but for employers too. The same research suggests 1.4 million Australians are “very likely” to quit their jobs in the next year.

Think that’s bad? Wait until you hear about karoshi, a real-life dystopian dilemma in Japan. More on that shortly.

There has to be a better way for both parties (spoiler alert: there is!). In this article, we’ll look at the seven stages of burnout, five symptoms of it, and how to diagnose it.

Diagnosing Burnout.

“Burnout” is one of the most overused words in the English lexicon. People use it frivolously and casually, making it difficult for colleagues, managers and clinicians to respond appropriately.

Fortunately, several empirical instruments for measuring burnout are available.

Maslach Burnout Inventory.

The Maslach Burnout Inventory (MBI) has been the most commonly used burnout diagnostic tool for over 35 years. It costs around $30 for an individual report or $385 for a group report.

Note: this is not a medical diagnosis.

The Sydney Burnout Measure.

There has been a lengthy debate as to whether burnout is synonymous with depression, namely the symptoms, psychological states, and sense of duty and responsibility.

Professor Parker found other symptoms that went under the radar of the Malasch Burnout Inventory, such as:

He and his team of researchers at the University of New South Wales (with support from The Black Dog Institute) developed a 34-item burnout questionnaire, named the Sydney Burnout Measure (SBM).

The Consequences Of Undiagnosed Burnout.

You might think you’re an emotionally intelligent person who has “Spidey senses” when it comes to reading other people’s feelings. But data is a better ally than intuition. Getting it wrong could cost you.

What are the risks of leaving burnout unaddressed?

A diagnosis is important. There are many overlapping signs of burnout with other conditions, but they may not always be a symptom of work burnout.

For example:

You may already instinctively know that you’re experiencing burnout. Maybe you’ve landed on this page because you’re at your wit’s end. Are you aware of what stage of burnout you’re at?

The 7 Stages Of Burnout.

Burnout doesn’t happen overnight. It happens when an employee is subject to cumulative workplace pressures over time, or rather when we suffer from a repeated barrage of microstresses.

Examples of microstresses include:

The good news is that we see the early signs of burnout (if we know what we’re looking for), and we have time to act before things worsen.

Let’s see how a bright-eyed and bushy-tailed employee can be driven to the point of emotional exhaustion.

Stage 1. You’re An Enthusiastic Employee.

Ever heard the term “good employees get more work”? If you do an excellent job, your manager will reward you with more responsibility.

You likely see this as a compliment – an acknowledgment that you’re adding value to the team.

Naturally, you want to impress your seniors. You want that promotion, the company car, the juicy sales bonus, or the glowing appraisal.

Red flags:

Stage 2. You’re Spinning Too Many Plates.

You’re doing an excellent job. Your manager rewards you with more work than ever, but now you’re spinning too many plates. You’re bound to drop one.

At this stage, you’re coping pretty well. You tell yourself that you work well under pressure. You listen to one of Denzel Washington’s motivational speeches on your morning commute.

A voice in your head says, “To get something you never had, you have to do something you never did.” You keep calm and carry on working like crazy. Pedal to the metal. Denzel said so.

Red flags:

Stage 3. You’re Feeling Inner Conflict.

When you’re at full capacity or over capacity, you have two choices: to keep spinning those plates or to relinquish some responsibility.

Surprisingly, most of us find the latter more uncomfortable. We’d rather subject ourselves to this mild form of torture than let our managers down or ask for help. So we keep spinning those plates.

But that inner conflict comes at a cost.

Red flags:

Stage 4. You’re Suffering From “Sunday Blues”.

You’re suffering from “Sunday blues” or “Sunday scaries”, that is, the dreaded feeling of returning to work stresses you.

You can’t relax in your downtime because the stresses of work are weighing you down.

You’re watching a match, at the beach, or enjoying a meal, yet you can’t get work out of your head. Spending your time off thinking about work is no way to live.

Red flags:

We can experience this any day of the week, depending on our shift patterns. We feel it more after a period of absence, after having a few days off or a holiday.

Stage 5. You’re Burnt Out.

Your work is suffering, as are your relationships with colleagues. Your tolerance levels have likely dropped to an all-time low. You may even feel like you’re not the same person anymore.

Do you recall when you were more vibrant and had an abundance of energy?

Sometimes, you’re so exhausted that you crash out early and yet wake up feeling energyless, despite the extra sleep. Do little things tick you off? Idiot drivers? Stories in the news? Things that never used to bother you?

Whenever you’re suffering from burnout, it’s easy to feel hard done by and as though everyone else is living life on “easy mode” – and resent them for it.

Red flags:

Stage 6. You’ve Reached The Point Of Despair.

This is when experiencing job burnout becomes the norm, and now you’re trapped. Your superiors are so used to seeing a consistently high performance that any deviation is considered under-performance.

It’s like starting your day in gear five, going uphill. Miraculously, you don’t stall. The wheels are in motion, and you unceremoniously screech your way through the day.

Red flags:

Stage 7. You’re Planning Your Exit Strategy.

You’ve had enough. That’s the last straw.

You’re now looking for an escape as your way out of burnout. Believe it or not, some have even suggested that having a stressful job was a factor in their decision to have a baby and take time out from work.

It’s likely that your relationship with your colleagues or manager has turned sour, and you’re neglecting professional development opportunities – after all, you’re not planning to be here for much longer.

You might care a whole lot less about hitting deadlines, arriving on time, and being professional.

Red flags:

In extreme circumstances, overwork can be fatal, as in the case of karoshi (discussed later). Before we get into that, here are five major symptoms of burnout at work that you should take seriously.

Symptom 1. Difficulty Sleeping.

Why is it that you can be tired and yearning for your bed all day, but the moment your head hits the pillow, suddenly all you can think about is last-minute deadlines or major projects?

Aerobic exercise is effective at decreasing sleep complaints and chronic insomnia. In one study, people who undertook moderate-to-high levels of physical activity were 56% less likely to have insomnia.

I know this is going to seem contrary to everything else out there. The last thing you want to do is go for a run or start throwing kettlebells around after a hard day.

I get it: you’re tired and you need rest. But your body has physiological needs. You need to burn off the surplus energy.

Strategies For Dealing With Sleeplessness.

If you find exercising before or after work to be a chore, why not exercise at work? Consider getting a standing desk and a walking treadmill to get your steps in.

Also, ditch the caffeine after 2pm, even if you’re a coffee connoisseur who has a strong tolerance.

By the way, are you actually tracking your sleep? You can pick up a decent Xiaomi smart band for around $50 on Amazon. They monitor and record the (rapid eye movement) REM phase and overall sleep quality.

After a few weeks, you’ll see how any changes during the day, like morning or evening exercise, impact your overall sleep.

Symptom 2. Constant Headaches Or Stomach Aches.

We subconsciously hold tension in our body, often in our neck, shoulders, and belly. Do you find that you suffer from IBS, stomach cramps, and headaches at work?

These physical responses are linked to stress and anxiety, thanks to the vagus nerve’s direct link from the gut to the brain. One study in Sweden suggested that 65% of people suffering from burnout experienced frequent headaches.

Some people swear by meditation and mindfulness, but you’re already burnt out. You’re probably time-poor from the great juggling act you’ve been keeping up with.

Realistically, you’re not going to drag yourself up at 5 am and listen to the dawn chorus.

Strategies For Dealing With Stomach Aches.

Here are a few hacks that will silence the audible squelching in your gut:

When we’re stressed, we tend to lose our appetite and instead pump our body full of caffeine.

Your physiological response may not, in fact, be triggered by the event itself, but by the contents you consume.

In my own experience, I found taking one Buscopan tablet about 30 minutes before a presentation quelled the cramps.

Symptom 3. Using Alcohol Or Drugs To Cope.

Whilst managing job stress is not easy, you should avoid the temptation to numb it with drugs or alcohol. These substances: 

When you’re stressed, it’s understandable that you look for some form of temporary distraction. We all do.

Some of us binge-watch Netflix serial killer documentaries, others play game consoles, and some take part in adrenaline sports.

It’s perfectly fine to do something unproductive (in fact, I recommend something mind-numbing). Just stay away from harmful substances. They only amplify your issues.

What About Burnout At Home?

If work sucks, you need a safe space at home to retreat to. For many of us, the madness continues when we leave work. We all have several responsibilities to keep up with, but are there any opportunities to cut yourself some slack?

Strategies For Dealing With Burnout At Home.

Draw up a list of commitments that are coming up in your diary and figure out which ones you can ditch. Much of our stress is self-inflicted.

Do you really need to host a barbecue next Saturday? Have you considered how much time you’ll spend preparing, hosting, and tidying up?

We need recreation time, but not to the detriment of our well-being.

Get comfortable with cancelling plans, but make sure you:

Free up some time to zone out in the comfort of your own home.

That’s your safe space.

Symptom 4. Feeling Detached, Unmotivated, Lonely, Or Angry.

Do you feel disillusioned or apathetic towards your work or colleagues? Or maybe you’re experiencing uncharacteristic outbursts of anger or frustration towards colleagues. These are all warning signs of burnout.

Caged hens will peck each other and sometimes even resort to cannibalism.

Now, I’m not advocating you go around the office with your jaws agape and start venting your frustration by sidling up to Jonathan in Accounts and taking a chunk out of his rotatory cuff.

But this example of hens shows how even gentle-natured creatures can be driven to frustration.

It’s circumstantial.

Strategies For Dealing With Detachment.

It may well not be in your nature to feel detached, unmotivated, lonely, or angry, but a change of scenery may be long overdue.

Some managers will try to rekindle your motivation by asking you to take a short course, pioneer a new project, mentor a new employee, or pick up some other responsibility.

Time to put yourself first.

Can you afford a break from work?

And I don’t mean a city break where you smash your all-time record for steps travelled in a day; I mean can you escape to the coast somewhere quiet, connect with nature, slow down, and turn off your phone for a few days?

It sounds cheesy, but looking up at the stars always makes me remember how inconsequential our problems are against the vastness of the cosmos.

Perspective – we all need it.

Symptom 5. Noticing A Loss of Pleasure Or Joy.

When you have more bad days than good, it’s a sign that you need serious rest. Many of us start actively looking for other jobs. But the grass isn’t always greener.

I don’t want to deter you from searching for other careers and bettering your prospects. But you have to be clear about the pull and push factors of your current situation.

Why are you considering leaving?

Given that you’re likely suffering from burnout, the former is more likely. But accepting just any old job to escape your current situation presents its own challenges.

When changing jobs, there often comes a degree of upheaval. It takes a few months to settle into a new role. There are lots of processes to learn and lots of people to meet (and impress). A new job is often overwhelming and will contribute to feelings of energy depletion.

Are you ready for that kind of commitment?

Karoshi And Karojisatsu: Death By Overwork In Japan.

Japan paints an extreme example of what burnout can lead to when it becomes the default.

You’ve got to take your hat off to the Japanese: their work ethic is impressive. Still, the workplace culture has a dark underbelly. It’s not uncommon to hear of:

After World War 2, the Japanese economy provided men with a renewed sense of purpose and a commitment to rebuilding the country.

As the decades went by, this became more entrenched in Japanese life.

By the late 80’s, when Western nations were embracing the nine-to-five, nearly seven million Japanese were working 60-hour weeks.

This has frightening consequences.

The Japanese government concedes that there are approximately 200 workplace claims of karoshi every year, but campaigners suggest the figure is much higher – in excess of 10,000.

As for karojisatsu, according to Statista, “Around 2,968 people in Japan committed suicide due to problems related to their working situation.”

Support For Australians.

I won’t dwell on this point in particular because I want to fast-track you to solutions rather than focusing on the problem, but if you or someone you know is overwhelmed to the point of despair, refer to these resources, which are accessible in Australia:

These services are free, and the trained mental health practitioners will listen without judgement and provide a safe space for you to discuss your needs.

There are better ways to dig yourself out of the hole you’re in.

Knowing When To Say “No”.

When it comes to burnout, conventional wisdom tells us to eat a healthy diet, sleep more, meditate, practice self-care, and go hiking up a mountain.

You already know all that. You’ve probably tried some of that. Yet you’re still feeling burnout symptoms.

We’re workaholics, and we believe if we just work harder, we’ll get more of what we want in life. So we say yes to more work. But is more work what you really want?

Self-help charlatans proclaim that we should join the 5am club and how an early morning routine can change our lives.

So we’re now so overloaded with life admin that we have to rise at the crack of dawn just to stay afloat and keep on top of our heavy workload? Gotcha.

Instead, why don’t we just unburden ourselves and throw some of the ballast overboard? Why don’t we stop saying yes to every request? We’ll feel lighter for it and travel much further.

How To Say “No” Tactfully.

Dealing with conflict is something I cover at length in another article, but if you take any pearl of wisdom from this it’s that we need to learn how to professionally decline extra workload, extra-curricular activities, or development opportunities.

Your boss doesn’t want your current work to suffer, nor do they want you to do a bad job of this new responsibility.

You should always couch your reason for saying no in a professional light:

If they proceed with delegating you this new task, at least you’ve managed their expectations that something has to give.

You could follow up with this:

That’s not shirking responsibility, it’s taking responsibility.

What The Research Shows.

Research carried out by the global consulting firm Korn Ferry, which involved a survey of 672 professionals, revealed that:

It’s great that employers are placing greater emphasis on well-being post-pandemic, but are they just paying lip service to employees’ mental well-being?

If employers want to address the root cause of burnout, the answer perhaps lies in their capacity to complete their work.

Is there a culture of “fake urgency” in your organisation that compels employees to complete “urgent” requests that really aren’t that urgent?

Unproductive busyness doesn’t lead to meaningful progress.

Frequently Asked Questions About Job Burnout.

You’re not alone. Chronic stress is a common issue. Here’s what other people who have experienced burnout typically ask.

How Does Emotional Exhaustion Show Up In Personal Life?

Burnout has negative consequences that touch every aspect of a person’s life, from their personal and professional relationships.

When you’re feeling exhausted or feeling overwhelmed, you’re more prone to taking it out on a friend or family member.

It’s easy to lose your cool over minor inconveniences like a dishwasher that hasn’t been arranged to your liking. Until you address burnout, these minor disagreements might escalate into major arguments.

What Are The Most Common Physical Symptoms Of Burnout?

Work-related stress can impact an individual’s well-being in many ways. Physical and mental health issues can develop. Anxiety, headaches, insomnia, exhaustion, heartburn, mouth ulcers, and a cynical outlook are all symptoms of burnout in the work environment.

What Exactly Is Workplace Burnout?

The World Health Organization (WHO) defines this occupational phenomenon as “a syndrome conceptualised as resulting from chronic workplace stress… characterised by feelings of energy depletion or exhaustion; increased mental distance from one’s job; and reduced professional efficacy.”

Does that sound like you or someone you know?

Can You Be Fired For Workplace Burnout?

Yes, indirectly. Job-related stress can lead to burnout in the work environment.

As a result of a poor work-life balance, a person may suffer from a lack of motivation, struggle to find pleasure in one’s job, and their self-belief may take a hit. A decline in your mental health often leads to poor work performance.

Who Is More Likely To Burnout?

People who work in certain professions or industries are more likely to experience burnout. But personality matters, too. Here are some of the most obvious characteristics:

Is your career the most important part of your identity?

If someone were to ask you, “Who are you?” would you be able to answer that question without talking about your profession? Here are some professions where burnout is more common:

Aside from personal traits and professions, there are also lifestyle factors that contribute to burnout, such as taking care of a family member, moving home, or wedding planning.

Final Thoughts About Chronic Workplace Stress.

These signs of burnout at work are not exhaustive; we hear from more and more people each month who are struggling to find joy in their jobs and connect with others – partly due to the increase in hybrid and remote working.

When working from home, managers are much less accessible.

Employees feel isolated. It’s not as easy to raise your concerns and challenges over a Zoom call. We never know if the person behind the screen is truly present. Some may be sending emails or scrolling on their phone at the same time.

Where possible, arrange one-to-one meetings that take place face-to-face. You’ll be surprised at the quality of interaction when looking into a person’s eyes and when you give them your undivided attention.

Tommy

This is a significant change for your colleague. You want to give them the best sendoff. You don’t want to part ways with a message that sounds insincere, sarcastic or generic. You wouldn’t bid farewell to your CEO with “Thanks for all your hard work; your efforts didn’t go unnoticed.”

In this guide, I share forty farewell message examples that you can use in different scenarios where the power balance varies.

(Related: 100 Thank You Message Ideas For Colleagues).

Why Should I Send A Farewell Message?

Have you ever left a company and been surprised at the responses of certain colleagues? Some of them seem indifferent – and that’s life.

People are so wrapped up in their own lives that it’s easy to forget about others.

But that doesn’t stop the person who is leaving from feeling undervalued. This is a big change for them – they may have lots of doubts, and they’ll find your words encouraging.

It pains me to this day when I recall how one man who had dedicated almost half a century to working for the same company was treated.

(Related: How To Write A Leave Request Email).

On his final day before retirement, his manager organised a small gathering and handed over a token bunch of wilting service station flowers. We gave him a round of applause. Then raced back to our desks.

There was no heartfelt farewell message, no farewell card, and no farewell party – just an impromptu goodbye. And I suspect he’s spent the early part of his retirement wondering why he had sacrificed so much.

So, why should you send a farewell message? For the same reason you would like to receive one if you were to leave your existing role.

Sending a farewell message validates your relationship – and the sacrifices they have made.

It’s your opportunity to make the departing employee feel seen and heard.

1. Farewell Message To Valued Team Member.

These examples of farewell messages can be sent to those you have regular interaction with, such as a co-worker or one of your direct reports.

2. Farewell Message To Your Line Manager.

Here are some examples of farewell messages you can send to your line manager that respect professional boundaries.

3. Farewell Message To A Senior Leader.

Here are some farewell messages you can send to a senior leader who leaves the company.

4. Farewell Message To Colleague Being Laid Off.

Here are some farewell messages you can send when a colleague has been fired or made redundant. Resist the temptation to rationalise or minimise. Your colleague needs to be heard.

5. Farewell Message To Intern.

Here are some farewell messages you can send to interns and temporary workers.

Sending one of these can be particularly tricky because you may be bidding farewell to someone who might have expected an offer of a permanent position upon completion of their contract.

If your farewell message is overly complimentary, they’ll wonder why they haven’t been offered a permanent position.

6. Farewell Message To Colleague Retiring.

Here are some farewell messages for colleagues who are riding off into the sunset, never to return to work. It’s fine to add a splash of sentimentality to these goodbye messages.

7. Farewell Message To Colleague Moving Away.

Moving away to start a new life or a dream job warrants a farewell message that is heartfelt and personal.

8. Farewell Message To Colleague Leaving Due To Ill Health.

Your goal is to make the colleague feel less alone. Health quibbles show a person who their real friends are, and this is your opportunity to step up.

Don’t send meaningless, generic cliches like “sending you lots of love” and props like “you’ve got this”. Offer a real message of support by offering your time, ear and ability to empathise.

Be mindful that if someone has a terminal illness, you should omit sentences like “Wishing you a speedy recovery.” That would be insensitive.

Frequently Asked Questions About Farewell Messages.

Here are some frequently asked questions that will help you craft the perfect farewell message.

What Is The Ideal Length For A Farewell Message?

A goodbye message can be anywhere between 50 and 300 words, but your working relationship with the person will determine the depth you go into when writing. This isn’t gospel, but here’s how that could change depending on the recipient and how often you interact with them:

Remember, the purpose of the message is to convey your thoughts and feelings, but you don’t want them to lose interest. And if you don’t interact with this person at least every month, should you even be sending them a farewell message?

How Can I Make My Farewell Message Sound Genuine?

If there is one nugget to take away, it would be this: share a personal story or a fond memory in your farewell message. We feel valued when we know we’ve had a positive impact on others.

It makes us feel good to know that someone remembers something special about one of our interactions.

How Do I Say Goodbye To Colleagues?

If you prefer to say goodbye in person, then it’s important to maintain professionalism. Remember, the person leaving will have probably had similar conversations countless times.

They may be overwhelmed with the attention and endless questions. If you want this to sound authentic, don’t write a script – just make sure you cover the main points:

What about a hug to signal the end? Well, societal norms have allegedly in the last decade.

According to Safe Work Australia, unwelcome hugs in the workplace could constitute sexual harassment.

Really?

Resist the fear-mongering.

Do not listen to nonsense.

Remain a real human being.

Don’t become a corporate drone.

Hug away if you think this is appropriate.

When Should I Send A Farewell Message?

Be sure to send your message in the colleague’s final week at work. You might be leaving it a little late, however, if you leave it to the last day.

The colleague will be handing in their devices. Not only that but they may have quiet quit before their final day and have resolved not to bother checking any emails.

Send your farewell message two to three days before their great escape.

Final Word On Writing A Farewell Message.

Saying goodbye is never easy. It’s a reminder to us all of the fleeting passage of time and the temporary nature of our existence. Deep, I know, but remember that you’ve experienced this feeling, too, perhaps when you left a previous job or when you graduated from university.

Be mindful of the range of emotions your colleague will be experiencing – fear, excitement, regret, sadness, apprehension. Your farewell wishes will alleviate their anxieties.

Tommy

If you’re one of the many dissatisfied workers in Australia who feel they’re not being fairly compensated for their capabilities, you have two options — find a new, better-paying job or ask for a pay rise.

The Hays Salary Guide 2024-25, based on a survey of 15,000 Australian professionals, finds that 86% of Australian organisations plan to offer pay rises in the year ahead.

The survey also shows the mismatch between what employers plan to offer and what employees feel they deserve has widened. Many want more money and a massive 73% said their pay doesn’t reflect their individual performance.

(Related: How To Write A Great Resignation Letter).

Overcome Your Aversion To Asking For A Raise.

You need to be a squeaky wheel to get paid what you’re owed — and that can be a major barrier for reserved and agreeable personality types, or those with strong self-doubt.

There is considerable evidence that agreeableness is negatively correlated to earning power over time — because asking for money is an uncomfortable situation for people whose instinct is to put others’ needs before their own.

Bias by people making decisions about pay levels and promotions also sets women back. All the more reason to get in the habit of proactively seeking pay hikes.

Remind yourself — this is business, not personal. Think about:

Asking for a raise — even if you’re unsuccessful — helps to position you to get a raise eventually.

No matter how pleasant you are, it shows your boss that you’re looking to move ahead and primes them to take you seriously during future salary negotiations or remuneration planning.

(Related: The Great Resignation: Given Way To The Big Stay?)

Negotiating A Pay Rise In Three Steps.

Once you’ve talked yourself into asking for a pay rise, follow these negotiation tips for the best results:

1. Prepare Beforehand To Get A Raise.

Before you approach your manager, arm yourself with information that will help you stay calm and confident as you ask for a pay rise. You should:

(Related: Best Cover Letter Templates For Australia).

2. How To Negotiate Your Pay Rise During The Meeting.

Make an appointment with your boss so you can have their uninterrupted attention in a private location. During the meeting:

3. Follow Up About Your Raise.

Whether you get a yes, no or a maybe, ensure that you follow up.

Worried About Job Security? Don’t Reach Too Far.

Concern about how you’ll be perceived by bosses for asking for more money can be valid if you approach the pay rise conversation carelessly.

You risk torpedoing your career by asking:

Should You Leverage An External Job Offer For A Raise?

Threatening to take another job unless you get a pay rise — based on an outside offer from a recruiter or head hunter — is a risky, bad-faith move.

(Related: Guide To Dealing With Conflict In The Workplace)

It brings your loyalty into question, and there’s always the chance that your employer will encourage you to leave.

That puts you in the position of needing to accept the offer — and all the stress of moving jobs — when what you really wanted was a pay rise.

Here’s what you can do to improve your current situation if you’ve received an outside offer:

A boss that truly values you, and wants to retain you long-term will walk away from these kinds of conversations with the goal of helping you develop, get opportunities, be recognised, get promoted or get paid more in future.

(Related: How To Write A Leave Request Email).

Are You Entitled To A Regular Pay Increase?

It’s rare for employment contracts to include an obligation to increase your pay, but there may be certain conditions related to salary reviews and bonuses.

As well as checking your contract, you should review the company’s policies for more information on how compensation decisions are made.

If you work in an industry covered by an award, you’re entitled to minimum rates of pay and may also be guaranteed minimum annual pay increases. You should check your award or speak to your union to learn more. 

The Fair Work Commission also conducts annual wage reviews to set the amount for the national minimum wage and award minimum wages—which can lead to an increase in your pay.

Get What You’re Worth.

It’s easier to win in pay rise negotiations when you:

You don’t need a personality transplant to ask for a pay rise. Prepare, research the market, know your worth, and treat the discussion like a business deal you’re closing for your company—they win by retaining you as a happy, fairly-paid employee.

Jody

You’re writing a formal letter and want to make the right impression. Whether it’s a complaint letter, legal correspondence, a resignation letter, or a business letter, you must ensure your recipient takes you seriously.

Or – worse – use Comic Sans font. (If you don’t know what that is, consider yourself lucky).

You’ll make the strongest impression if you ensure that the presentation of your letter is just as strong as its content. Words matter, but so does a format that adheres to Australian protocols.

With that in mind, let me show you how to write formal letters that will enhance your personal brand.

(Related: How To Write A Leave Request Email).

How To Make Your Letter’s Typography Look Professional.

Good typography allows you to perceive words as images. When done badly, it detracts from your message and steals the attention of the reader.

Robert Bringhurst, author of The Elements of Typographic Style, says:

But this doesn’t mean your text should be hot pink and use a turquoise background with a diagonal gradient. Rather, it must follow an established set of protocols:

How Should You Capitalise Headings?

The Australian Style Guide prefers sentence case to title case for headings – but both are acceptable in everyday practice.

Just ensure that capitalisation is consistent across the entire formal letter.

Above: Sentence case has a capital letter for the first word and any ‘proper nouns’ (e.g., Jedi Knights).

Should You Use Sans-Serif Or Serif Fonts In Your Letter?

Just in case you’re not a font geek:

Above: Serif vs sans serif fonts.

So, which should you use for a formal letter? It depends on the tone you wish to communicate.

Serif fonts are generally considered classic or formal, whereas sans-serif fonts are more casual.

Printed publications like books and newspapers favour serif fonts, whereas digital publications favour sans-serif.

If you’re looking for recommendations for fonts, Typewolf is considered an authority in this space.

What Is The Correct Tone For A Formal Letter?

There’s a time, a tone, and a place for every formal letter. I love a satirical rant letter – when someone gets so worked up that they feel the need to rage against some perceived evil in the world.

A fan of a football team in England went viral with his summary of his experience:

Funny as that was, I doubt the author would be so bold as to write his termination letter in the same tone – and I suspect he has the intelligence to know that.

What tone you decide on will ultimately influence your word choice and how that message is received.

Here are just a few of the many dozens of tones you should consider when writing formal letters:

How to match the sentiment to the tone.

If you’re sending a cover letter for a managerial position at a stockbroker, you want the reader to feel confident in your ability to lead others and deal with the pressures of the job.

In such an instance, it would be wise to adopt an authoritative tone when discussing your background.

A hesitant tone might be more appropriate for a funding grant application for a non-profit project.

How to identify your tone.

Your word choice, known as diction, reflects your voice and tone. Formal words convey seriousness, whereas casual words come across as friendly and familiar.

Which seems more professional for a formal letter?

You may argue that the former comes more naturally to you. You should be yourself, right? You’re not a robot. Well, let me put it to you another way.

It’s no secret that we Aussies love swearing so much, and that comes naturally to us. But would using foul language in a formal letter be appropriate for the sake of authenticity?

When it comes to writing formally, there is a certain expectation of the language we use. Deviate from that at your own peril.

Tones to avoid in a formal letter.

Some tones should be avoided at all costs when writing formal letters.

What To Include In An Australian Formal Letter.

You’ll have seen the formal letter-writing format on so many occasions, and you can be forgiven if you’ve never paid it a blind bit of notice.

Let’s just quickly run through the basic structure:

How do you address a formal letter to a non-specific person?

There are two professional greetings you can use when you don’t know who to address.

“To whom it may concern” is more often the preferred choice, particularly these days if you don’t know a person’s gender.

You can use “Dear Sir/Madam” as a less formal or impersonal way of engaging with the unknown recipient.

Sir/Madam should be capitalised in this context because they serve as proper nouns (not common nouns) to address the person you’re writing to.

Do you use sincerely or faithfully in a formal letter?

You should use “Yours faithfully” when you’ve greeted the reader with “Dear Sir/Madam” or “To whom it may concern”, that is, when you don’t know the person’s name.

Template For An Australian Formal Written Letter.

In the upper right-hand corner, include the following (with each on its own separate line):

• [Sender’s full name]
• [Sender’s address]
• [Sender’s phone number]
• [Sender’s email address]

On the next line below, aligned left on the page, you should include:

• [Recipient’s name]
• [Recipient’s address]
• [Recipient’s phone number]
• [Recipient’s email address]

On the next line, aligned right, type the date that the letter is being sent. Then, a couple of lines below, start your letter with the salutation followed by the remaining elements:

• Dear [recipient’s name],
• First paragraph: [describe the purpose of your formal letter]
• Main body paragraph: [the rationale of your formal letter]
• Closing: [Yours sincerely/faithfully]
• Signature: [e-signature/handwritten]
• Print name: [your full name]

Example Of Formal Letter.

Dear Terrence Powell,

I’m writing to resign from my position as Senior Marketing Director, effective 1st February 2025. The decision to leave this incredible company has not been taken lightly.

During my time, I’ve been lucky enough to partake in and oversee several high-profile product launches, as well as work in a team of compassionate individuals who are committed to slashing fashion waste and carbon emissions.

Aside from all the sales targets we beat, one of my highlights was being part of a team that removed over 70 tonnes of textile waste in the last calendar year.

It’s owing to my experiences at Økologi that I’ve been able to develop extraordinary skills that gained me further recognition in the wider marketplace, and I feel this new job role is ever so slightly more aligned with my personal growth ambitions.

I’m truly grateful for your support and encouragement over the last few years, and I will always look back fondly on my time at Økologi. Thank you for everything.

Yours sincerely,

Signature.

Mark Brierley

Example Of Formal Email.

Since we live in the Information Age, and almost all of our communication is done digitally, it’s worth sharing an example of a formal email template.

When sending formal emails, you can dispense with the addresses, names, contact details, and formal signatures. Your standard email signature will more than suffice.

As is common email etiquette, you only need to address the recipient by their first name. It’ll seem a little weird if you address their full name.

Subject line: Acceptance of position

Email:

Dear Michael,

I’m delighted to accept the position at Rushforth & Barker as the Head of Digital Marketing. As previously mentioned, due to my notice period, the earliest date I could start is at the beginning of February (the week commencing the 5th).

Once we have agreed on a specific start date, please could you kindly send me an employee contract and any other documentation that you require completing before commencing my new role?

As requested, I have attached a copy of my right to work here in Australia, a copy of my driver’s licence for the purposes of photo identification, and a copy of my MBA degree certificate from the University of Melbourne.

Please do, of course, reach out at any point if there is anything further you need. Thank you once again for this opportunity.

Best regards,

Mark Brierley

How To Proofread Your Formal Letters.

Bad grammar dilutes the impact of your formal letter. Now isn’t the time to cover a full syllabus on the English language, such as comma usage, homonyms, tense, capitalisation rules, and umpteen other nuances.

But you don’t need to be an expert to polish your formal letter. Here are some pro tips for proofreading:

Just make sure that you’re writing in Australian English, not US English.

For instance, “colour” is the Australian variant, “color” is the US variant. Grammarly will highlight conflicts, providing you set the native language to Australian English.

Frequently Asked Questions About Formal Letter Writing.

Finally, let me clarify a few potential sources of confusion to ensure your formal letter writing game is on point.

Does a formal letter need a signature?

Most formal letters can dispense with a signature. Typing your name will more than suffice. If you choose to input your signature, it doesn’t need to be swirly or elegant like a sportperson’s or an actor’s autograph.

That said, if you’ve been using the same signature since you were 12 – a squiggly scribble of your name – omitting it might be a smart move (if it’s not legally required).

Letters that should be signed are those that contain contractual obligations or something that could be used as evidence in matters of conflict resolution.

Cover letters don’t need to be signed, but a letter instructing a solicitor should be.

If you need to generate an online e-signature, you can do so using a free tool like SIGN.PLUS.

What is the difference between a formal letter and an informal letter?

The tone and the purpose are the two main differences between a formal and informal letter. An informal letter is friendly and makes use of colloquial language, and a formal letter is professional and does not include filler or fluff.

Informal letters are generally written to friends and relatives for casual communication – which is virtually redundant because the world is connected through instant messaging apps.

Final Word On Formal Letter Writing.

Since you’ve read this far, I’m willing to wager that a lot is hinging on this letter, and it’s good that you’re carrying out extra research to write a formal letter that hits the mark.

Not everyone goes to such extreme lengths when writing formal and business letters, and I salute you. But don’t let complacency sink in. Regardless of how good you think you’re written English is, please promise me that you’ll have someone cast a second pair of eyes over it.

He was the first editor of the first instalment of Harry Potter. You could argue, had it not been for his input, that the book may not have reached worldwide acclaim.

Don’t take any feedback personally – you need an honest evaluation more than an ego stroke.

Tommy