Recently, I read an article in the ascent, on exit mode; this inspired me to analyze exit process from two perspectives, i.e., employer and employee. The separation process should be carried out smoothly & in a good note as this is important not only for the exiter but also for the organization. I have made a gist of few significant issues.
Employee: It is important for the individual to work with full dedication during the notice period instead of reacting like a honeymooner. Do not foul mouth about your ex co. or manager no matter how bitter the relationship may be. Properly handover all the important documents & task to the concerned person. Don’t be reckless about your duties & responsibilities till the LWD (last working date). Make sure you can submit your organization reference for future opportunities & leave with a good note, as most companies undergo a background check before hiring.
Employer: Every worker is an asset to the organization & turnover is not only a loss of manpower but also loss of investment on the individual, confidential information & knowledge & skills. It is must for the manager to conduct an effective exit interview in order to avoid future drain out. Sometimes it also helps in gaining back the resource. It is obsolete to have critical (negative) behavior towards an employee who is serving his/her notice period. After all who wants a bad word of mouth in the industry?
Every entity working in corporate faces this stage in his or her career but one should not take this lightly as this may impact in the future.” What goes around…comes around.” Even I have faced this scenario but the best thing to do is stay tranquil, composed & optimist, eventually it is a two way requirement.
All the best for all future exits.
Regards
Nazneen
From India, Bangalore
17Employee: It is important for the individual to work with full dedication during the notice period instead of reacting like a honeymooner. Do not foul mouth about your ex co. or manager no matter how bitter the relationship may be. Properly handover all the important documents & task to the concerned person. Don’t be reckless about your duties & responsibilities till the LWD (last working date). Make sure you can submit your organization reference for future opportunities & leave with a good note, as most companies undergo a background check before hiring.
Employer: Every worker is an asset to the organization & turnover is not only a loss of manpower but also loss of investment on the individual, confidential information & knowledge & skills. It is must for the manager to conduct an effective exit interview in order to avoid future drain out. Sometimes it also helps in gaining back the resource. It is obsolete to have critical (negative) behavior towards an employee who is serving his/her notice period. After all who wants a bad word of mouth in the industry?
Every entity working in corporate faces this stage in his or her career but one should not take this lightly as this may impact in the future.” What goes around…comes around.” Even I have faced this scenario but the best thing to do is stay tranquil, composed & optimist, eventually it is a two way requirement.
All the best for all future exits.
Regards
Nazneen
From India, Bangalore
The purpose for exit strategy is to know actual reason by organization from relieving employee to leave the organization and need to know improving areas/functions related to policy/employees (subordinate/colleague/supervisor’s behaviour)
From India, Ahmadabad
From India, Ahmadabad
Exit interviews are often treated as a formality. What is important is to have a balanced approach of how one moves ahead.
I feel it is more important for the employer to be clear about how they handle leaving employees. Most times, and we have seen in several threads here, the employee is often victimized in the name of a 'smooth handover'. Ultimately, if we have to derive learnings from a platform like CiteHR, it would be that one should NOT give too much weightage to background checks if there are issues reported during notice periods. Naturally, anything before that is important.
Where I feel this whole equation fails is that one often knows of employees who would leave a company. The strategy should be to ensure a good retention approach rather than focusing on the exit strategy. Especially when confidential information is being dealt with, a smooth exit strategy would be to have a 'zero-notice-period'. We practise that in our company and it is very successful.
Reg,
Nikhil
From United States, Daphne
I feel it is more important for the employer to be clear about how they handle leaving employees. Most times, and we have seen in several threads here, the employee is often victimized in the name of a 'smooth handover'. Ultimately, if we have to derive learnings from a platform like CiteHR, it would be that one should NOT give too much weightage to background checks if there are issues reported during notice periods. Naturally, anything before that is important.
Where I feel this whole equation fails is that one often knows of employees who would leave a company. The strategy should be to ensure a good retention approach rather than focusing on the exit strategy. Especially when confidential information is being dealt with, a smooth exit strategy would be to have a 'zero-notice-period'. We practise that in our company and it is very successful.
Reg,
Nikhil
From United States, Daphne
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Exit.xls
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