Just wanted your thoughts on a particular issue we are facing. A manager who had been finding it difficult to adjust to a new boss for the past 2 years finally decided to quit and gave resignation. Timing was not great as company was on verge of launching new projects and manager's participation would have been useful - now it will add to stress of managing the transition. As of a few days back, manager has come back to say they don't want to resign and would like to continue. there are currently two lines of thought among the management - one is that it will help greatly if manager back during this year of transition. the other line of thought is that given the history of unhappiness, would it be better for manager and company to just make a clean break and look ahead.
what do you think?
From India, Mumbai
2what do you think?
From India, Mumbai
Hello SG Menon,
First & foremost, was any effort made by the concerned people/management to narrow down the differences between this manager & his boss BEFORE he resigned? If yes, what were the findings & why did the situation escalate to his resigning? If no, any specific reason(s)? Usually in such situations, both parties would have contributed something for the escalation--in this case he & his boss. So blaming only one person/party would be, both, erroneous & unfair to the individual & the organization.
The solution to the present situation depends a lot on the answer(s) to the above query/queries. The very fact that 'allowing him to stay-back' is one of the options being considered goes to say a bit about his efficiency @ work. Else, everyone would have been happy to see him go.
Another way of looking @ this situation would be: check out the reasons(s) why he wants to continue. Was it that he realizes that he did some mistakes vis-a-vis his relationship with his boss & wants to, as well as, thinks he can correct them & move forward? If this indeed is the reason, then it would be good both for him & the organization if he continues. Or was it that he quit in a huff & now doesn't have any clear/alternate job option & so wants to return? Or totally something else?
In case he is unable to give coherent/logical reason(s) why he wants to continue, then maybe it's better to make a clean break & move forward.
All the Best.
Rgds,
TS
From India, Hyderabad
First & foremost, was any effort made by the concerned people/management to narrow down the differences between this manager & his boss BEFORE he resigned? If yes, what were the findings & why did the situation escalate to his resigning? If no, any specific reason(s)? Usually in such situations, both parties would have contributed something for the escalation--in this case he & his boss. So blaming only one person/party would be, both, erroneous & unfair to the individual & the organization.
The solution to the present situation depends a lot on the answer(s) to the above query/queries. The very fact that 'allowing him to stay-back' is one of the options being considered goes to say a bit about his efficiency @ work. Else, everyone would have been happy to see him go.
Another way of looking @ this situation would be: check out the reasons(s) why he wants to continue. Was it that he realizes that he did some mistakes vis-a-vis his relationship with his boss & wants to, as well as, thinks he can correct them & move forward? If this indeed is the reason, then it would be good both for him & the organization if he continues. Or was it that he quit in a huff & now doesn't have any clear/alternate job option & so wants to return? Or totally something else?
In case he is unable to give coherent/logical reason(s) why he wants to continue, then maybe it's better to make a clean break & move forward.
All the Best.
Rgds,
TS
From India, Hyderabad
Thanks a lot TS. You are correct - there were issues with both parties concerned. however, while boss was willing to sit down and resolve this, the manager wasn't. main issue was that manager was senior to boss and expected to be treated with more deference than he got. the explanation being given now is that he realizes that this was a bad time to leave and the organisation has been good to him in the past so he feels bad for leaving it in lurch like this. there is no doubt that the manager was good at job - only his people handling skills were poor (staff management), which is where he and boss inevitable butt heads.
From India, Mumbai
From India, Mumbai
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