Don't just scream, "I @#$%^ quit!" and stomp out the door. If it's time to leave a job, remember actions today will influence opinions tomorrow.

For people who find themselves on the road to nowhere, they may be thinking it’s about time to look for a better employment opportunity. Or perhaps it’s a recurring difficulty with their boss that has them reviewing the job postings on Monster.com.

Whatever reason for wanting to find a new job, it is important that they consider how they handle the situation when they decide it’s time to leave. Here are the four key steps to help anyone resign with style and grace.

Retain Relationships

Too often departing employees look at their resignation as the perfect opportunity to blow off steam and do or say things that they might otherwise keep inside. Don’t do it.

It is important for employees to retain and maintain the good relationships they have developed in case they need job references somewhere down the road. In addition, even though company policy may govern what information a former employer will divulge about a past employee, being labeled as undesirable and unrehireable won’t do much for a budding career.

Last, but surely not least, resigning employees should consider the importance of building a network of knowledgeable contacts who they may want to call at some future date, if not as a reference, then for their expertise.

Advise in Advance

Advance notice, directly to the boss, is the only responsible way to go. Even if an employee is at her wit’s end, stomping out under a cloud of anger can cause irreparable damage. A well-thought out resignation is a much better approach.

Since two weeks is the customary and professional length of notice for both employees and employers to provide, it is wise to not to rock the boat. Not only does it leave a favorable impression, some organizations have a policy of “no rehire” for employees who do not provide at least a two week notice. That “no rehire” on a personnel record can translate poorly in future employment references.

And don’t forget to put it in writing. A simple statement that includes the last date of employment and contains the employee’s signature, all addressed to the boss, is all it takes.

Remain Reliable

It would be so easy to give notice and then “eight and skate.” That is, just come in, skate through the obligatory eight hours on the job and really accomplish nothing.

However, employees who have started a new job and walked into an avalanche of work because the prior incumbent did nothing the last two (or three or four) weeks on the job, can understand how their legacy will impact the position they leave behind.

Whenever possible, if training someone new is not viable, at least be sure to hand off unfinished work and job duties to coworkers.

Finish with Finesse

Making a graceful exit means being courteous until the end regardless of the situation.

If coworkers want to throw a little party to say “goodbye,” be mature enough to say “thank you,” whether or not the invitation is accepted.

Some organizations offer terminating employees the opportunity to provide feedback via an exit interview. While participation is voluntary, offering helpful input (not scathing criticism) provides the employee a chance to vent.

Finally, don’t forget to return company property and fill out termination paperwork before leaving on the last day.

Making the decision to leave an organization can be an emotion-laden choice, especially for employees who have a long history with an organization. No matter why someone is leaving, leaving with grace and style is important.