What should be the course of action an organisation should take if employee leaves without serving notice period and starts bad mouthing organisation?
From India , Mumbai
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4From India , Mumbai
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Need more details to answer. What position was he holding? What was the reason for the exit? How much was the notice period? What were the conditions given in the offer letter? What is the nature of badmouthing, and what proof does your company have? Starting from filing a suit for the recovery of notice period dues to defamation, there are many actions possible if it is really needed to be taken. But for all this more specific info is needed.
From India, Pune
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From India, Pune
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Dear Ms. Usha Arora,
Senior member of this forum, Mr. Nathrao, has raised precise and logically relevant questions related to your post. I would like to go a little deeper.
Two things become well clear from your post. One is the abandonment of the employment by the employee, and the second one is exasperation of the highest kind that resulted in badmouthing. Why did things come to such a pass? Did you commit something, and the organization failed to fulfill the commitment?
During his pre-exit period, clashes with his colleagues or superiors must have happened. How did you address this conflict? What type of conflict was it? Was it a process conflict that later escalated to a personal conflict?
The incident merits introspection as well. What was the tenure of the employee, under whom did he work, and how were the relations with the Manager? What efforts did the manager make to address his dissatisfaction? What was his performance?
As the person's tenure progressed, did you realize that the person was unsuitable to execute his duties? In that case, was it a case of bad recruitment?
Regarding negative publicity, I recommend just ignoring it. He will cool down over a period of time. There are few portals where employees express their opinions but with a fictitious handle. If you refer to those websites, you will find that many MNCs or IT majors have come under fire from their past or even current employees. Notwithstanding their criticism, they continue to grow or continue to attract talent.
Nevertheless, take this as a lesson and you may take steps to improve the organization's culture. You may measure employee satisfaction by conducting an Employee Satisfaction Survey (ESS). You may train your managers and HR in interviewing skills. Another step you may take is quantification of the work. Are the KPIs/KRAs for each department well defined? If yes, then do you recruit people based on these KRAs? How about employee training? What type of training do you conduct? Have you trained your managers on interpersonal skills?
Lastly, a person of your stature should not have raised this query at all. In fact, nobody from your company should have raised this query in a public forum. In your post, you have not provided any context or background information. Your post is shorter than the permissible limit of an SMS! Is your post compatible with your stature? Does it not cast you in a poor light?
Your company provides HR consulting services. Testimonials from your clients are prominently visible on your website. Notwithstanding all this, you have approached this HR forum to seek advice when the separation of an employee turned bitter. Should the members of this forum consider your post as the proverbial darkness beneath a shining lamp?
Thanks,
Dinesh Divekar
From India, Bangalore
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Senior member of this forum, Mr. Nathrao, has raised precise and logically relevant questions related to your post. I would like to go a little deeper.
Two things become well clear from your post. One is the abandonment of the employment by the employee, and the second one is exasperation of the highest kind that resulted in badmouthing. Why did things come to such a pass? Did you commit something, and the organization failed to fulfill the commitment?
During his pre-exit period, clashes with his colleagues or superiors must have happened. How did you address this conflict? What type of conflict was it? Was it a process conflict that later escalated to a personal conflict?
The incident merits introspection as well. What was the tenure of the employee, under whom did he work, and how were the relations with the Manager? What efforts did the manager make to address his dissatisfaction? What was his performance?
As the person's tenure progressed, did you realize that the person was unsuitable to execute his duties? In that case, was it a case of bad recruitment?
Regarding negative publicity, I recommend just ignoring it. He will cool down over a period of time. There are few portals where employees express their opinions but with a fictitious handle. If you refer to those websites, you will find that many MNCs or IT majors have come under fire from their past or even current employees. Notwithstanding their criticism, they continue to grow or continue to attract talent.
Nevertheless, take this as a lesson and you may take steps to improve the organization's culture. You may measure employee satisfaction by conducting an Employee Satisfaction Survey (ESS). You may train your managers and HR in interviewing skills. Another step you may take is quantification of the work. Are the KPIs/KRAs for each department well defined? If yes, then do you recruit people based on these KRAs? How about employee training? What type of training do you conduct? Have you trained your managers on interpersonal skills?
Lastly, a person of your stature should not have raised this query at all. In fact, nobody from your company should have raised this query in a public forum. In your post, you have not provided any context or background information. Your post is shorter than the permissible limit of an SMS! Is your post compatible with your stature? Does it not cast you in a poor light?
Your company provides HR consulting services. Testimonials from your clients are prominently visible on your website. Notwithstanding all this, you have approached this HR forum to seek advice when the separation of an employee turned bitter. Should the members of this forum consider your post as the proverbial darkness beneath a shining lamp?
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi, Ms. Usha,
As aptly said by Mr. Dinesh, silence is the best and most fitting reply a person can give. In this case too, ignoring the bad-mouthing employee who is no longer part of your organization is the most apt way to keep him silent. How long can a person badmouth an organization he was part of? If his present employer also comes to know of this attitude of the employee, he wouldn't hesitate to terminate him since the employee is likely to carry this attitude everywhere. No one is perfect; likewise, no organization is perfect. We all have our own flaws and should accept ourselves as we are. In the same sense, accept the ex-employee as he is, and in time, he will realize his mistake and correct his stance towards his ex-employer.
From India, New Delhi
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As aptly said by Mr. Dinesh, silence is the best and most fitting reply a person can give. In this case too, ignoring the bad-mouthing employee who is no longer part of your organization is the most apt way to keep him silent. How long can a person badmouth an organization he was part of? If his present employer also comes to know of this attitude of the employee, he wouldn't hesitate to terminate him since the employee is likely to carry this attitude everywhere. No one is perfect; likewise, no organization is perfect. We all have our own flaws and should accept ourselves as we are. In the same sense, accept the ex-employee as he is, and in time, he will realize his mistake and correct his stance towards his ex-employer.
From India, New Delhi
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Dear Ms. Usha Arora,
It is noted that Mr. Nathrao and Mr. Divekar have already responded to your post. There are several avenues remaining for the management to take action against the errant employee. You can pursue legal action against the employee for non-compliance with the signed terms and conditions of employment. You may choose to send a lawyer's notice or file a defamation case, which could result in a loss of the company's goodwill. Before taking any action, ensure that all the necessary details are in order to avoid any potential trouble. Our members are eager to understand all the facts related to the appointment. Have you communicated with the employee regarding their prolonged absence from the office, or have you received any communication from the employee? It is essential for your management to act responsibly in order to prevent the unnecessary departure of employees.
Thank you.
From India, Mumbai
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It is noted that Mr. Nathrao and Mr. Divekar have already responded to your post. There are several avenues remaining for the management to take action against the errant employee. You can pursue legal action against the employee for non-compliance with the signed terms and conditions of employment. You may choose to send a lawyer's notice or file a defamation case, which could result in a loss of the company's goodwill. Before taking any action, ensure that all the necessary details are in order to avoid any potential trouble. Our members are eager to understand all the facts related to the appointment. Have you communicated with the employee regarding their prolonged absence from the office, or have you received any communication from the employee? It is essential for your management to act responsibly in order to prevent the unnecessary departure of employees.
Thank you.
From India, Mumbai
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Employees will come and go. They leave for many reasons. If the organization is right in all respects of employment, no employee will bad mouth the organization. Having said this, leaders in the organization should at least review every exit and ensure that employees do not leave the organization with a bad impression and experience.
From India, Vadodara
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From India, Vadodara
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EMPLOYEE EXIT CHECKLIST.doc