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Type: HR, Report if not a HR topic
Very well said!
Yes, I totally agree with you... Also we can utilise their skills as mentors to teach & coach the other trainees/members...
The TM/PM should not change their attitude towards the person who would be leaving the Org. YES !!! in fact they have to ask for more detailed reports & see that the project is going on well...
Appreciate your views about, making feel special, at the same time, should be careful about the balancing his attitude...
Thanks a lot...specially with the example which even we had faced...
Waiting for more thoughts...
Hi Diana,
I totally agree with you that most of them do slow down on the work that is assigned or just dont do any work after putting the papers. Thinking that I will be anways leaving the organization let me take some rest and then join the new organization. Its really difficult to get the work done already assigned to them and new assignments will not be given to those who leave the organization.
But I feel whatever the responsibilities assigned to the person should be completed fully.
I believe that one should worth for the salary the company pay.
Regards
Bhavya
Hi Diana,
I totally agree with you that most of them do slow down on the work... See Bhavya's complete reply
Thank you Bhavya,
I would be happy to know how did you deal with such situations if you had faced before?
We can not force them by putting a gun on their head?? :)
So, is there any better tactics, rules or policies which could fix their mind & make them be an employee, as long as they are with the Co.
Well said Harsh,
Thank you for keeping up your word to reply :)
Well, I do agree to your reply, though I would like you to throw more light on this ::
"Well, if the same symptoms prevails where he is taking a lot of time to do a simple task. well, good. lets give him more of such simpler tasks "
The point here is, he/she DOES NOT want to complete the task, let it be simple or complicated ! :)
I have a proposal, specially for those who are an asset to the Co. as you have categorised... what if we make it as an policy, that so and so project which he/she is working on should be completed by the time he/she is to be relieved, if not the notice period would be extended....???
Of course no Co. would assign big or important projects to the "would-be ex-employee!!" ( nice term by the way! )
Would this work out? an indirect way of saying:: "Hey, instead of acting smart, please complete your work, to be relieved as agreed !?"
Thanks for your reply Pradeep, appreciate that!
I would like to know HOW?
Did you face ths problem? if yes? how did you actually convince him/her?!
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How to deal with an employee who is going to be an "ex-employee" very soon?
Type: HR, Report if not a HR topic
Posted 17-06-2009Reply
Dear Hrians,
We as a part of our responsibilities, do monitor, interact, communicate & take care of the employees’ conduct & corporate ethics…making sure they understand the policies & adhere to them…
My query here is, how can we deal with an employee who very soon is going to be an “ex-employee”…
Let me be more clear, we often see, once an employee resigns, gets the acceptance & is actually in his/her notice period…the interest & level of energy to work on any project or his/her normal duties decreases…it is normal, probably, since he/she doesn’t feel to “belong” any more to that Org.
[Of course very few do feel compelled to complete their work, hand over the responsibilities, or even train the next person to carry forward the work…]
But, how about those who purposefully, slow down on their performance? Drag & spend more time on a simple work? Relieving him/her earlier than agreed!?! Not a good idea!
What are the best ways you think to utilize the potential of this “yet to be an ex-employee”?
Suggestions, real time examples & thoughts are most welcome…
Thank you,
Diana
Hi Diana,
Excellent Query.. Let me tell you my practical experience. We had a Project Lead in our earlier Organisation who resigned from the Organisation with a notice of 1 month for career growth. And as you mentioned we saw all the symptoms like slowing down at work and taking lots of time to finish a simple task too. We worked out an idea. We asked him to prepare presentations on meeting the deadlines with correctness, consistency and completeness which would be kept in the Office library for the usage of the successors and quoted that he would be getting a permanent recognition in the history of the Organisation.
Also, we should keep the following things in mind:
* When an employee puts in his papers the department heads or supervisors start giving a cold shoulder as though he would be no more useful for the Organisation which is a wrong attitude.
* We should make him feel that he is a very important resource to the Organisation and his seperation from the Organsation is a loss to the Organisation. Time and again in the team meetings we should reiteratehis contributions and how the team and Organisation got benefitted. Then the employee would be forced to think about his final contributions to the Organsiation. After this, the employee would be forced to think about how his final days in the Organsation would be..
Let us see what our other friends has got to say..
Regards,
Manjari
Excellent Query.. Let me tell you my practical experience. We had a Project Lead in our earlier Organisation who resigned from the Organisation with a notice of 1 month for career growth. And as you mentioned we saw all the symptoms like slowing down at work and taking lots of time to finish a simple task too. We worked out an idea. We asked him to prepare presentations on meeting the deadlines with correctness, consistency and completeness which would be kept in the Office library for the usage of the successors and quoted that he would be getting a permanent recognition in the history of the Organisation.
Also, we should keep the following things in mind:
* When an employee puts in his papers the department heads or supervisors start giving a cold shoulder as though he would be no more useful for the Organisation which is a wrong attitude.
* We should make him feel that he is a very important resource to the Organisation and his seperation from the Organsation is a loss to the Organisation. Time and again in the team meetings we should reiteratehis contributions and how the team and Organisation got benefitted. Then the employee would be forced to think about his final contributions to the Organsiation. After this, the employee would be forced to think about how his final days in the Organsation would be..
Let us see what our other friends has got to say..
Regards,
Manjari
Hi Diana,
Excellent Query.. Let me tell you my practical experience. We had a Project... See Sri Manjari's complete reply
Excellent Query.. Let me tell you my practical experience. We had a Project... See Sri Manjari's complete reply
Very well said!
Yes, I totally agree with you... Also we can utilise their skills as mentors to teach & coach the other trainees/members...
The TM/PM should not change their attitude towards the person who would be leaving the Org. YES !!! in fact they have to ask for more detailed reports & see that the project is going on well...
Appreciate your views about, making feel special, at the same time, should be careful about the balancing his attitude...
Thanks a lot...specially with the example which even we had faced...
Waiting for more thoughts...
Hi Diana,
I totally agree with you that most of them do slow down on the work that is assigned or just dont do any work after putting the papers. Thinking that I will be anways leaving the organization let me take some rest and then join the new organization. Its really difficult to get the work done already assigned to them and new assignments will not be given to those who leave the organization.
But I feel whatever the responsibilities assigned to the person should be completed fully.
I believe that one should worth for the salary the company pay.
Regards
Bhavya
Thx for keeping you word DIANA. i loved the subject. Well from my little experience what is feel is...........
Usually companies now a days prefers not to entertain an employee on notice period. I mean they try and find his replacement ASAP even before he is gone.
Well, if the same symptoms prevails where he is taking a lot of time to do a simple task. well, good. lets give him more of such simpler tasks Coz if he's gonna be an EX-employee soon he needs to get X-Amount of simple work which can keep him busy for what ever time he is in the company.
What i believe is if an employee is an asset to the company they would offer him to stay for 3weeks or 1 month notice otherwise would get rid of him the very moment he resigns.
If he is an asset to the company- that means he is selfmotivated personality and would understand his responsiblity to work at the same stature untill his last day of work. But if he does not keep up to the expectations then its time for the Manager to act, keep in a close contact with his work orders or his daily assigned work or project. He should not be working alone on any of the important project.
Peer pressure always is a great technique to boost up the morals. If you put in your best men at work with him given the same amount of work. If they perform the task well then the would-be EX employee will be forced to work the same labour. Or can put Penalties for the same.
Keeping Deadlines works....Work not completed in time can penalize him for the cost he is taking home. (these are some negative consciences)
You can also make him feel how important he is for the company that he is still been offered the same amout of work and his energy level may boost high.
Regards,
Harsh
Usually companies now a days prefers not to entertain an employee on notice period. I mean they try and find his replacement ASAP even before he is gone.
Well, if the same symptoms prevails where he is taking a lot of time to do a simple task. well, good. lets give him more of such simpler tasks Coz if he's gonna be an EX-employee soon he needs to get X-Amount of simple work which can keep him busy for what ever time he is in the company.
What i believe is if an employee is an asset to the company they would offer him to stay for 3weeks or 1 month notice otherwise would get rid of him the very moment he resigns.
If he is an asset to the company- that means he is selfmotivated personality and would understand his responsiblity to work at the same stature untill his last day of work. But if he does not keep up to the expectations then its time for the Manager to act, keep in a close contact with his work orders or his daily assigned work or project. He should not be working alone on any of the important project.
Peer pressure always is a great technique to boost up the morals. If you put in your best men at work with him given the same amount of work. If they perform the task well then the would-be EX employee will be forced to work the same labour. Or can put Penalties for the same.
Keeping Deadlines works....Work not completed in time can penalize him for the cost he is taking home. (these are some negative consciences)
You can also make him feel how important he is for the company that he is still been offered the same amout of work and his energy level may boost high.
Regards,
Harsh
Hi Diana,
I totally agree with you that most of them do slow down on the work... See Bhavya's complete reply
Thank you Bhavya,
I would be happy to know how did you deal with such situations if you had faced before?
We can not force them by putting a gun on their head?? :)
So, is there any better tactics, rules or policies which could fix their mind & make them be an employee, as long as they are with the Co.
Thx for keeping you word DIANA. i loved the subject. Well from my little experience what is feel is.... See Harsh's complete reply
Well said Harsh,
Thank you for keeping up your word to reply :)
Well, I do agree to your reply, though I would like you to throw more light on this ::
"Well, if the same symptoms prevails where he is taking a lot of time to do a simple task. well, good. lets give him more of such simpler tasks "
The point here is, he/she DOES NOT want to complete the task, let it be simple or complicated ! :)
I have a proposal, specially for those who are an asset to the Co. as you have categorised... what if we make it as an policy, that so and so project which he/she is working on should be completed by the time he/she is to be relieved, if not the notice period would be extended....???
Of course no Co. would assign big or important projects to the "would-be ex-employee!!" ( nice term by the way! )
Would this work out? an indirect way of saying:: "Hey, instead of acting smart, please complete your work, to be relieved as agreed !?"
Hi Diana and friends,
Once an employee has decided to quit and serving the notice period, the org may not be in a position to utilize his services fully as he will not be interested to make any worthful contribution.Hence well before the resignation of an employee is accepted, the HR has to play a key role by analyzing his unfinished projects or jobs whatever it is, in consultation with respective dept heads and his resignation has to be accepted subject to his completion of any unfinished tasks.Here also the tenure of a resigned employee, the kind of position he is holding and again policies and procedures of the organization comes into picture.If he has put long service we can always convince him to attend the unfinished tasks or to keep him wait till we find a suitable replacement so that he can handover the unfinished tasks to the new incumbent by providing proper guidelines.These all are subject to various factors and we cannot generalize in all cases.
Any comments?
Once an employee has decided to quit and serving the notice period, the org may not be in a position to utilize his services fully as he will not be interested to make any worthful contribution.Hence well before the resignation of an employee is accepted, the HR has to play a key role by analyzing his unfinished projects or jobs whatever it is, in consultation with respective dept heads and his resignation has to be accepted subject to his completion of any unfinished tasks.Here also the tenure of a resigned employee, the kind of position he is holding and again policies and procedures of the organization comes into picture.If he has put long service we can always convince him to attend the unfinished tasks or to keep him wait till we find a suitable replacement so that he can handover the unfinished tasks to the new incumbent by providing proper guidelines.These all are subject to various factors and we cannot generalize in all cases.
Any comments?
Hi Diana and friends,
Once an employee has decided to quit and serving the notice per... See Pradeep's complete reply
Once an employee has decided to quit and serving the notice per... See Pradeep's complete reply
Thanks for your reply Pradeep, appreciate that!
I would like to know HOW?
Did you face ths problem? if yes? how did you actually convince him/her?!
Hi Diana,
In the letter of acceptance of resignation we have to mention that his/her resignation is accepted and he/she will be relieved subject to his/her completion of all unfinished tasks.This is enough and we deal like this if the tasks handled by him/him are of utmost importance and they require to be finished within the deadlines.
Cheers!
Pradeep
In the letter of acceptance of resignation we have to mention that his/her resignation is accepted and he/she will be relieved subject to his/her completion of all unfinished tasks.This is enough and we deal like this if the tasks handled by him/him are of utmost importance and they require to be finished within the deadlines.
Cheers!
Pradeep
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