One of our employees (Field Force) resigned on 02/12/12, and we have accepted it with immediate effect. Now, after a few conversations with management, he is ready to rejoin our organization once again as an Area Sales Manager in the same headquarters. My query is, can I revoke his resignation, or what should I do? I can't take him as a fresh candidate.
From India, Patna
147From India, Patna
Hello Ankita Adhikary,
You mentioned that his resignation has been 'accepted' -- but has he been relieved? If he hasn't been yet relieved, there's no bar from revoking -- strictly speaking, the initiative will have to be from the employee's end. He needs to withdraw his resignation -- and continue as mutually decided.
If he has already been relieved from services, then ask him to submit a letter to the company conveying his interest to rejoin the company, and the company can issue him a formal letter agreeing to his request -- with the agreed-upon terms and conditions clearly mentioned.
Rgds,
TS
From India, Hyderabad
You mentioned that his resignation has been 'accepted' -- but has he been relieved? If he hasn't been yet relieved, there's no bar from revoking -- strictly speaking, the initiative will have to be from the employee's end. He needs to withdraw his resignation -- and continue as mutually decided.
If he has already been relieved from services, then ask him to submit a letter to the company conveying his interest to rejoin the company, and the company can issue him a formal letter agreeing to his request -- with the agreed-upon terms and conditions clearly mentioned.
Rgds,
TS
From India, Hyderabad
Yes, if he is not yet relieved by mutual consent and withdraws the resignation, he can continue. If he is relieved, then it is left to management discretion. If management is happy, he has to send a request.
Thanks
From India, Bangalore
Thanks
From India, Bangalore
Friends,
Whatever has been said so far is technically and procedurally correct, but to my mind, all the efforts of persuading and discussing retention should have been exhausted before accepting the resignation. Once the resignation has been accepted, both sides should stick to it. I am sorry, but it shows the management in a rather poor light and sends wrong signals to the other employees.
Munshi
From India, Delhi
Whatever has been said so far is technically and procedurally correct, but to my mind, all the efforts of persuading and discussing retention should have been exhausted before accepting the resignation. Once the resignation has been accepted, both sides should stick to it. I am sorry, but it shows the management in a rather poor light and sends wrong signals to the other employees.
Munshi
From India, Delhi
Hello Munshi,
You do have a point. However, why not look at it from another angle? The management failed to convince this employee, and this resulted in resignation. However, this guy was so good at work that the management didn't stop in their efforts to convince him and finally succeeded, which led to this thread being posted by Ankitaadhikary.
Regarding the employee, he didn't think, "Won't the company think very low of me if I agree to rejoin after resigning?" Or even if he did, he still went by his past experiences in the company (which would have been very good; else rethinking about resignation wouldn't arise) and the convincing mode of handling by the management.
In essence, both sides deviated from any ego or feelings and decided based on the facts of the case/situation.
Any comments with regard to this line of thinking?
Regards,
TS
From India, Hyderabad
You do have a point. However, why not look at it from another angle? The management failed to convince this employee, and this resulted in resignation. However, this guy was so good at work that the management didn't stop in their efforts to convince him and finally succeeded, which led to this thread being posted by Ankitaadhikary.
Regarding the employee, he didn't think, "Won't the company think very low of me if I agree to rejoin after resigning?" Or even if he did, he still went by his past experiences in the company (which would have been very good; else rethinking about resignation wouldn't arise) and the convincing mode of handling by the management.
In essence, both sides deviated from any ego or feelings and decided based on the facts of the case/situation.
Any comments with regard to this line of thinking?
Regards,
TS
From India, Hyderabad
Dear Ankita Adhikary,
I agree with TS as he has considered both sides of the issue. However, I believe that you should personally speak with the employee to understand his future plans in order to prevent a similar situation in the future if you decide to reconsider him.
Additionally, it is important to set clear expectations with him/her so that both parties can come to a mutual agreement regarding his/her role, designation, and other relevant aspects thoroughly.
If you require further discussion, please let me know.
Thank you.
From India, Delhi
I agree with TS as he has considered both sides of the issue. However, I believe that you should personally speak with the employee to understand his future plans in order to prevent a similar situation in the future if you decide to reconsider him.
Additionally, it is important to set clear expectations with him/her so that both parties can come to a mutual agreement regarding his/her role, designation, and other relevant aspects thoroughly.
If you require further discussion, please let me know.
Thank you.
From India, Delhi
Hi All,
I would like to thank all of you for your suggestions and guidance.
Mr.Munsi i respect your views but we believe in retaining old
employees rather than recruiting new ones.
(these are my personal views it can be different from others)
I have taken an undertaking from the employee stating the incident,
and revoked his resignation Referring his letter.
Regards
Regards
Ankita
Executive HR
“A candle loses nothing by lighting another candle.” In other words, be willing to help others and
share your knowledge and insights with others who may benefit.
From India, Patna
I would like to thank all of you for your suggestions and guidance.
Mr.Munsi i respect your views but we believe in retaining old
employees rather than recruiting new ones.
(these are my personal views it can be different from others)
I have taken an undertaking from the employee stating the incident,
and revoked his resignation Referring his letter.
Regards
Regards
Ankita
Executive HR
“A candle loses nothing by lighting another candle.” In other words, be willing to help others and
share your knowledge and insights with others who may benefit.
From India, Patna
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