Hi,
We have an employee who's serving his notice period, and his last day is going to be in the next 2 weeks. His manager has nominated him for a Star of the Month award (a monthly award that we give to the best performer in that department).
My question is, should we be giving an award to someone who has performed well in that month but will be leaving us shortly, or should we use the slot for another person who is going to be with the company?
HR folks - your comments, please.
Regards, Vachana
From India, Bangalore
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2We have an employee who's serving his notice period, and his last day is going to be in the next 2 weeks. His manager has nominated him for a Star of the Month award (a monthly award that we give to the best performer in that department).
My question is, should we be giving an award to someone who has performed well in that month but will be leaving us shortly, or should we use the slot for another person who is going to be with the company?
HR folks - your comments, please.
Regards, Vachana
From India, Bangalore
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Dear Vachana,
As per my suggestion, we should consider another person for the award, as the individual currently nominated is about to leave the organization, and it would not make sense to award him. At least let another employee be recognized and motivated.
Rewards and Recognition (R & R) are primarily given to motivate and retain employees. I hope you understand the point, and please ensure clarity when discussing this with the relevant Head of Department.
Regards,
B. Anand Kumar
From United Kingdom, London
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As per my suggestion, we should consider another person for the award, as the individual currently nominated is about to leave the organization, and it would not make sense to award him. At least let another employee be recognized and motivated.
Rewards and Recognition (R & R) are primarily given to motivate and retain employees. I hope you understand the point, and please ensure clarity when discussing this with the relevant Head of Department.
Regards,
B. Anand Kumar
From United Kingdom, London
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I take a diametrically opposite view to that of Anand Kumar. If the employee has performed in a way that has resulted in the best outcome, the employee should be given the award, even if the employee has resigned and is working the notice period. Otherwise, it sends a wrong signal to others that once they resign, they should not give their best. If I were working in that place and the best performer was awarded the honor, I would not be upset.
From United Kingdom
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From United Kingdom
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Dear Simhan,
I agree with your views, but Reward and Recognition (R&R) are mainly given to motivate and retain employees. It will not send any wrong signals to the employees because it's decided by the Head of the Department (HOD), committee, and HR. Unless it was declared and then retracted, it could send negative signals to other employees. It's just a nomination.
Based on my strong intuition, it should be given to another person and retained.
Thank you, Simhan, for your views and feedback.
Regards,
B. Anand Kumar
From United Kingdom, London
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I agree with your views, but Reward and Recognition (R&R) are mainly given to motivate and retain employees. It will not send any wrong signals to the employees because it's decided by the Head of the Department (HOD), committee, and HR. Unless it was declared and then retracted, it could send negative signals to other employees. It's just a nomination.
Based on my strong intuition, it should be given to another person and retained.
Thank you, Simhan, for your views and feedback.
Regards,
B. Anand Kumar
From United Kingdom, London
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Dear Vachana,
I would definitely go with Mr. Simhan. If the employee has performed well and his manager, who is well aware that the same employee would be leaving within 2 weeks, has recommended him, you should announce him as the "Star of the Month." This would surely bring in a healthy atmosphere. Who knows, maybe even that employee would reconsider his resignation ;)
From India, Bangalore
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I would definitely go with Mr. Simhan. If the employee has performed well and his manager, who is well aware that the same employee would be leaving within 2 weeks, has recommended him, you should announce him as the "Star of the Month." This would surely bring in a healthy atmosphere. Who knows, maybe even that employee would reconsider his resignation ;)
From India, Bangalore
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I wish Vachana had given us more information about how the system works in her organization. Please see http://www.cov.com/files/Publication...09/oid6366.pdf
There should be a company policy to the effect of not giving awards to people who resign; in such a case, the manager would not have nominated. But once he has nominated, not honoring it will send wrong signals to both the workers and managers. I am not an HR expert, but that's my view as a layman.
From United Kingdom
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There should be a company policy to the effect of not giving awards to people who resign; in such a case, the manager would not have nominated. But once he has nominated, not honoring it will send wrong signals to both the workers and managers. I am not an HR expert, but that's my view as a layman.
From United Kingdom
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Hello Vachanam, Seniors have already posted their views, and I would like to add mine. The concept of a recognition program is to award employees who demonstrate a high level of job performance for that month. The employee has resigned but will remain an employee until their last working day. If he/she has demonstrated star performance, then there is no reason not to recognize. If he/she wins the award during their departure, it may be an honor for them. This will show how much a resigned employee matters to the company, and he/she may think of association in the future. The selection procedure should be fair and may help in retention. You should refer to your company policy.
From India, Bhubaneswar
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From India, Bhubaneswar
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Hi Vachana,
I am sure we are going to confuse you a bit. But here's my view, and second Anand's thoughts. You also mentioned that there are other performers as well like the one who was nominated. So, I guess surely they must be chosen over the person who is serving a notice period.
Ukmitra
From Saudi Arabia, Riyadh
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I am sure we are going to confuse you a bit. But here's my view, and second Anand's thoughts. You also mentioned that there are other performers as well like the one who was nominated. So, I guess surely they must be chosen over the person who is serving a notice period.
Ukmitra
From Saudi Arabia, Riyadh
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Values and ethics are very critical in retention. Policies and practices concerning awards and rewards must reflect the ethical standards of an organization. If the company policy is silent about giving the award to a resigned employee, then it must be presumed all employees are eligible, and the resigned employee must get the award.
From India, Chennai
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From India, Chennai
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There need not be any confusion. I endorse the views of Mr. Simhan and Sivasankaran. The award is given in recognition of someone's performance. Then it should be given to an employee who performed as per the set standards irrespective of the fact that he is leaving.
When an employee has been nominated for the award, it goes without saying that he was the only one among others who performed better and deserves the award. If the award is given to someone, it has two implications. 1) One is that the award is given to someone who performed less. 2) The award is given more for showing loyalty than for performance and consequently the award changes its character in the estimation of other employees. It sends bad signals.
B. Saikumar
From India, Mumbai
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When an employee has been nominated for the award, it goes without saying that he was the only one among others who performed better and deserves the award. If the award is given to someone, it has two implications. 1) One is that the award is given to someone who performed less. 2) The award is given more for showing loyalty than for performance and consequently the award changes its character in the estimation of other employees. It sends bad signals.
B. Saikumar
From India, Mumbai
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