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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An award is given to recognize the sterling achievement of an employee and a recognition of his loyalty and continued stay in the company. As there will be equally other people who have delivered quality service, it is only reasonable and the right thing to do to award this to the latter.
Hope this helps.
Neil
From Vietnam, Vinh
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Hope this helps.
Neil
From Vietnam, Vinh
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Hi, I would say go with the truth and truth is that person has performed well. He should be awarded as per company policy. Regards Rakesh
From India
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From India
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I would like to differ slightly from various views.
1) R&R is for recognition, reward, and retaining the staff.
2) Policies are incomplete, and that should be rectified and notified.
3) The staff leaves an organization due to personal issues, company policies, and unsatisfactory rewards compared to other places they consider joining.
4) Many organizations retaliate when the real cause is exposed. Therefore, if an employee's Head of Department recognizes their excellence, they should be rewarded. The company should investigate openly why the employee is leaving. If feasible, the company should retain the employee; if not, they should allow a peaceful departure. Finally, in such cases, the company should review and refine their policies to become a better organization.
Regards,
Sasidharan Kunnath
From Philippines, Batangas
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1) R&R is for recognition, reward, and retaining the staff.
2) Policies are incomplete, and that should be rectified and notified.
3) The staff leaves an organization due to personal issues, company policies, and unsatisfactory rewards compared to other places they consider joining.
4) Many organizations retaliate when the real cause is exposed. Therefore, if an employee's Head of Department recognizes their excellence, they should be rewarded. The company should investigate openly why the employee is leaving. If feasible, the company should retain the employee; if not, they should allow a peaceful departure. Finally, in such cases, the company should review and refine their policies to become a better organization.
Regards,
Sasidharan Kunnath
From Philippines, Batangas
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I could almost take a headcount on this thread and find the side that is winning! It's been interesting to note that even during an R&R, what do we end up valuing, performance or loyalty? By all means, give the award to the deserving employee, irrespective of his tenure in the firm. He might have resigned, but delivered to deserve the award long before that. He is your ambassador to the external talent pool. Hence, please do justice and give him his dues. Wish you all the best.
From India, Mumbai
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From India, Mumbai
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Well, if you just focus on the company you are working for, then you can't think of awarding a person who is going to leave, even if they did the best job ever for your company. However, if you think genuinely and professionally that an employee has performed extraordinarily and is the top performer of the company, then you cannot hide it from other employees. Suppose he has resigned and is serving the notice period, and just because of that, you award someone else. It will surely create a bad image for the company among all the employees, including the top performer who deserves the award but did not receive it.
So, it's better to be broad-minded, genuine, and award the deserving person. It will surely add positivity to all your employees for the company, and the employee who is leaving will surely be proud to have worked for your company and will always praise it, remembering their tenure with a good feeling.
From India, Lucknow
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So, it's better to be broad-minded, genuine, and award the deserving person. It will surely add positivity to all your employees for the company, and the employee who is leaving will surely be proud to have worked for your company and will always praise it, remembering their tenure with a good feeling.
From India, Lucknow
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I second views expressed by Mr. Simhan.
Performance-related rewards are given for the best performance of the employee. If an employee's performance is rewarding and contributory in nature, he/she should be recognized and rewarded. This recognition will always be taken positively.
In spite of submitting one's resignation and putting efforts into contributing successfully, this particular state of mind is being recognized by the employer. It is not expected that once you submit your resignation, you start thinking negatively, spreading unproductive signals across the organization, etc.
An employee may leave the organization based on his/her priorities, but that does not mean his/her contributions should go unrecognized. Any logically thinking person will appreciate the organization's efforts to recognize the contributions of its employees, whether they are working continuously or on the verge of leaving.
Suresh
From India, Pune
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Performance-related rewards are given for the best performance of the employee. If an employee's performance is rewarding and contributory in nature, he/she should be recognized and rewarded. This recognition will always be taken positively.
In spite of submitting one's resignation and putting efforts into contributing successfully, this particular state of mind is being recognized by the employer. It is not expected that once you submit your resignation, you start thinking negatively, spreading unproductive signals across the organization, etc.
An employee may leave the organization based on his/her priorities, but that does not mean his/her contributions should go unrecognized. Any logically thinking person will appreciate the organization's efforts to recognize the contributions of its employees, whether they are working continuously or on the verge of leaving.
Suresh
From India, Pune
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Dear Vachna,
You have mentioned in your post that this "Star of the Month" award is - "a monthly award that we give the best performer in that department." It makes it clear that the award is meant for the one who has performed above all in the past month. So, as per this criterion, only the best performer deserves the award, no matter if he/she is leaving the organization or not. Don't we see prestigious awards being given even posthumously?
Don't deprive the outgoing employee of a well-deserved award! As an alternative, you can award another consolation prize to the second-best performer. This will create a sense of satisfaction and belief in the minds of employees that in no case their performance is going to be deprived of the acclaim and awards that they rightly deserve.
With regards,
Samuel C. Prasad
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You have mentioned in your post that this "Star of the Month" award is - "a monthly award that we give the best performer in that department." It makes it clear that the award is meant for the one who has performed above all in the past month. So, as per this criterion, only the best performer deserves the award, no matter if he/she is leaving the organization or not. Don't we see prestigious awards being given even posthumously?
Don't deprive the outgoing employee of a well-deserved award! As an alternative, you can award another consolation prize to the second-best performer. This will create a sense of satisfaction and belief in the minds of employees that in no case their performance is going to be deprived of the acclaim and awards that they rightly deserve.
With regards,
Samuel C. Prasad
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This has been a really brainstorming subject. Even I had the same doubt, now I am clear.
The star of the month award/reward is given for the employee's performance during that particular month.
In spite of the employee being in his/her notice period, has shown positive results and performed better than others; definitely, he/she should be recognized for his performance.
From India, Chennai
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The star of the month award/reward is given for the employee's performance during that particular month.
In spite of the employee being in his/her notice period, has shown positive results and performed better than others; definitely, he/she should be recognized for his performance.
From India, Chennai
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Hi Vachana,
I totally support the views expressed by Sh. B. Saikumar. He has nicely explained the implications of debarring the employee for the reasons that he is leaving the company. He must have been nominated for the Star of the month award because he has performed well in that particular month. You should understand that the award is linked to one's performance and not to the person. As such, he really deserves the Star of the month award irrespective of the fact that he has served the notice period in the company.
BS Kalsi
Member since Aug 2011
From India, Mumbai
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I totally support the views expressed by Sh. B. Saikumar. He has nicely explained the implications of debarring the employee for the reasons that he is leaving the company. He must have been nominated for the Star of the month award because he has performed well in that particular month. You should understand that the award is linked to one's performance and not to the person. As such, he really deserves the Star of the month award irrespective of the fact that he has served the notice period in the company.
BS Kalsi
Member since Aug 2011
From India, Mumbai
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Hi Vachana,
I got in a little late, however, I saw and must appreciate the views expressed - both for and against, and it is heartening to note there are more.
I'll add my penny to this thread:
Awards are for Character and Competence, awards are for Performances.
You may have people with Character but not Competence, and vice versa too people with Competence without Character, however both can be good performers, and some may be both Competent and good Characters too.
Now taking this case is which of the Award and Resignation.
Let me link this to Character - the company should have and maintain its Character and reward the employee who has proven his Competence. It is for something the company derived when he/she was there. It's an honor and once bestowed it's not honorable to go back, so the award should be given, if you can do it with more dignity than normal. It'll earn more respect from the one leaving the company and will serve as a booster to the others that "fairness" prevails. Any goodwill earned is a "bonus" so you must go ahead.
From India, Hyderabad
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I got in a little late, however, I saw and must appreciate the views expressed - both for and against, and it is heartening to note there are more.
I'll add my penny to this thread:
Awards are for Character and Competence, awards are for Performances.
You may have people with Character but not Competence, and vice versa too people with Competence without Character, however both can be good performers, and some may be both Competent and good Characters too.
Now taking this case is which of the Award and Resignation.
Let me link this to Character - the company should have and maintain its Character and reward the employee who has proven his Competence. It is for something the company derived when he/she was there. It's an honor and once bestowed it's not honorable to go back, so the award should be given, if you can do it with more dignity than normal. It'll earn more respect from the one leaving the company and will serve as a booster to the others that "fairness" prevails. Any goodwill earned is a "bonus" so you must go ahead.
From India, Hyderabad
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Dear Vachana,
When anyone works in an organization, they devote their time, work, knowledge, and all that is helpful for improving and achieving organizational goals. In your case, the employee was actually nominated even though they had resigned from service. This indicates they are very good and sincere in their job. Therefore, awarding such a person shows our good faith and respect for employees, thereby improving the organizational image.
With Regards,
Vineet Deshmukh
From India, Yavatmal
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When anyone works in an organization, they devote their time, work, knowledge, and all that is helpful for improving and achieving organizational goals. In your case, the employee was actually nominated even though they had resigned from service. This indicates they are very good and sincere in their job. Therefore, awarding such a person shows our good faith and respect for employees, thereby improving the organizational image.
With Regards,
Vineet Deshmukh
From India, Yavatmal
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Hi all!
Just got in here and thought I'd stir this up a bit :-)
As I understand, the employee was nominated by his HOD. It's not clear whether such nomination has been publicly declared or if it is pending with HR for final adjudication. Also, it's not clear if HR has a say at all in such matters.
If the declaration is still pending and HR has a say, then isn't loyalty also a factor in determining the "Best Performer"? And if he has already demonstrated a lapse on that for "Greener Pastures," isn't that, by itself, a disqualification?
If, despite the employee leaving, he is awarded the "Best Performer," what weightage are you giving to loyalty? None, in my humble opinion. Besides:
- An opportunity to motivate the loyal workers who are staying on is lost.
- A signal goes out that loyalty is not a factor at all.
- Indeed, one gives out a signal that maybe the award was given under pressure to retain. And if so, would most probably fail, as most retention efforts after a resignation do.
In my humble opinion, the efforts to retain should be made before the employee resigns, and within the constraints of the organization. Not later. And if HR senses an employee is looking out and cannot be retained, it is better to keep a talent pipeline ready.
While it is nice to be "fair," business imperatives - which are the raison d'être for the organization and the HR department itself - should not be forgotten. Else, all organizations will become non-profit-making ones.
On the other hand, if the nomination has been publicly declared, then:
- HR should seriously introspect on their role in such a structure where they had no say, and, if supported by the top management, amend all relevant policies for the future.
- Make it clear to the organization that loyalty will be a deciding factor in the future and will be factored in. This is the lesson that they have learned. No wrong signals should go out even if it means HR owning up and rectifying the award mechanism. HR is also human, after all.
Of course, the possibility still exists that the employee would use this award itself to demonstrate his "worth" to future employers and would still move, maybe shortly thereafter. But that possibility exists in all cases - uncertainty is the fun part of being alive, isn't it? :-))
Just my views...
Best
PS: Are social networks "job-effective"? Tell and hear, please - on a 2-minute survey we are doing.
[Click here for the same, many thanks!](http://mytopjob.in/polls/index.php?sid=86816&lang=en)
From United States, New York
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Just got in here and thought I'd stir this up a bit :-)
As I understand, the employee was nominated by his HOD. It's not clear whether such nomination has been publicly declared or if it is pending with HR for final adjudication. Also, it's not clear if HR has a say at all in such matters.
If the declaration is still pending and HR has a say, then isn't loyalty also a factor in determining the "Best Performer"? And if he has already demonstrated a lapse on that for "Greener Pastures," isn't that, by itself, a disqualification?
If, despite the employee leaving, he is awarded the "Best Performer," what weightage are you giving to loyalty? None, in my humble opinion. Besides:
- An opportunity to motivate the loyal workers who are staying on is lost.
- A signal goes out that loyalty is not a factor at all.
- Indeed, one gives out a signal that maybe the award was given under pressure to retain. And if so, would most probably fail, as most retention efforts after a resignation do.
In my humble opinion, the efforts to retain should be made before the employee resigns, and within the constraints of the organization. Not later. And if HR senses an employee is looking out and cannot be retained, it is better to keep a talent pipeline ready.
While it is nice to be "fair," business imperatives - which are the raison d'être for the organization and the HR department itself - should not be forgotten. Else, all organizations will become non-profit-making ones.
On the other hand, if the nomination has been publicly declared, then:
- HR should seriously introspect on their role in such a structure where they had no say, and, if supported by the top management, amend all relevant policies for the future.
- Make it clear to the organization that loyalty will be a deciding factor in the future and will be factored in. This is the lesson that they have learned. No wrong signals should go out even if it means HR owning up and rectifying the award mechanism. HR is also human, after all.
Of course, the possibility still exists that the employee would use this award itself to demonstrate his "worth" to future employers and would still move, maybe shortly thereafter. But that possibility exists in all cases - uncertainty is the fun part of being alive, isn't it? :-))
Just my views...
Best
PS: Are social networks "job-effective"? Tell and hear, please - on a 2-minute survey we are doing.
[Click here for the same, many thanks!](http://mytopjob.in/polls/index.php?sid=86816&lang=en)
From United States, New York
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Dear All,
Let me also add something to this ever-growing thread :-)
R&R is no doubt a retention and motivation tool, but it is not the only tool; it has many other implications as well. However, not giving such an award to someone who is serving a notice period will send many wrong signals to other employees:
1. The others leaving the company will start treating the notice period as a period of no work.
2. You are not interested in taking back your ex-employees when such a situation arises.
3. You take resignations personally by not giving your employees employee status during the notice period.
4. You totally negate the concept that your HoD may actually be trying to retain this particular employee, albeit with little chances of success, but you never know.
From India, Delhi
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Let me also add something to this ever-growing thread :-)
R&R is no doubt a retention and motivation tool, but it is not the only tool; it has many other implications as well. However, not giving such an award to someone who is serving a notice period will send many wrong signals to other employees:
1. The others leaving the company will start treating the notice period as a period of no work.
2. You are not interested in taking back your ex-employees when such a situation arises.
3. You take resignations personally by not giving your employees employee status during the notice period.
4. You totally negate the concept that your HoD may actually be trying to retain this particular employee, albeit with little chances of success, but you never know.
From India, Delhi
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Agree with Saikumar. We should appriciate this emloyee, that he has given 100% though in notice period, which is a rarity now-a-days.
From India, Bangalore
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From India, Bangalore
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Dear All,
My piece of thought on this 3-page thread:
Employee Rewards and Recognition serve as a motivating and rewarding program to highlight the excellence of employees in all areas and job functions across the organization. In this case, the resigned employee should be awarded, which may encourage them to return at a later point in time. Additionally, positive "word of mouth" from the employee can spread good things about the company.
Furthermore, the organization can host an Annual R & R event where loyalty is recognized and employees who demonstrate loyalty to the organization are awarded.
Thanks & regards,
Nagaranjani J
From India, Bangalore
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My piece of thought on this 3-page thread:
Employee Rewards and Recognition serve as a motivating and rewarding program to highlight the excellence of employees in all areas and job functions across the organization. In this case, the resigned employee should be awarded, which may encourage them to return at a later point in time. Additionally, positive "word of mouth" from the employee can spread good things about the company.
Furthermore, the organization can host an Annual R & R event where loyalty is recognized and employees who demonstrate loyalty to the organization are awarded.
Thanks & regards,
Nagaranjani J
From India, Bangalore
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Dear Friends, Mr. Sai Kumar is saying correct. No other issues. We have see the both the implications. Regards, PBS KUMAR
From India, Kakinada
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From India, Kakinada
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Team Group HR has brought to the fore an advantage or opportunity of winning back an employee with potential who leaves by giving him the credit that is due to him, despite him being on the notice period. A miffed employee probably will not return. A learning, growing, and proactive organization does not believe in the dictum that 'once left, always left' and shall, in fact, keep its doors open to its ex-employees, more so with potential to come back to them. Gestures like this and the exit interviews will surely facilitate such reunions, which may work for mutual benefit and profit.
B. Saikumar HR & Labour Law Advisor
From India, Mumbai
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B. Saikumar HR & Labour Law Advisor
From India, Mumbai
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Hi All,
Performance and reward management systems are implemented to achieve set targets for organizational growth. In this system, management and managers play a key role in the planning and implementation of the system. Once a manager monitors an employee's performance and provides feedback, even if the employee leaves the company within the next two weeks and is found to deserve a reward, it means the manager is performing his role properly. Then, why not HR? HR is responsible for driving the organization to achieve work goals through such policies. As long as an employee is working for the organization with full dedication, they deserve a reward. If an employee thinks the opposite, questioning why they should perform their best for an organization they are leaving soon, then how can a manager reach targets and encourage the best performance? Therefore, giving an award to an employee, even if they are serving a notice period, is beneficial for organizational health.
Thank you.
From India, Pune
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Performance and reward management systems are implemented to achieve set targets for organizational growth. In this system, management and managers play a key role in the planning and implementation of the system. Once a manager monitors an employee's performance and provides feedback, even if the employee leaves the company within the next two weeks and is found to deserve a reward, it means the manager is performing his role properly. Then, why not HR? HR is responsible for driving the organization to achieve work goals through such policies. As long as an employee is working for the organization with full dedication, they deserve a reward. If an employee thinks the opposite, questioning why they should perform their best for an organization they are leaving soon, then how can a manager reach targets and encourage the best performance? Therefore, giving an award to an employee, even if they are serving a notice period, is beneficial for organizational health.
Thank you.
From India, Pune
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I totally agree with Mr. Nashbramhall's views! If the company awards the employee who is the best in the department, regardless of whether they have resigned or not, employee satisfaction levels can increase. This is because employees may perceive that the company recognizes and rewards excellence, sending a positive message that their efforts are valued even after they leave the company.
Dipal Shah
From India, Vadodara
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Dipal Shah
From India, Vadodara
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Hi Anand,
You are right in your point, but keep yourself at both ends. If the new person receives the award, it will benefit that individual. However, if the company awards the resigning employee, it honors that employee greatly and also reflects positively on the company. Others will feel proud of the company they work for, and in the future, more employees will strive to achieve. Employees will think a hundred times before leaving the organization, knowing they are working in one of the best organizations.
From India, Mumbai
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You are right in your point, but keep yourself at both ends. If the new person receives the award, it will benefit that individual. However, if the company awards the resigning employee, it honors that employee greatly and also reflects positively on the company. Others will feel proud of the company they work for, and in the future, more employees will strive to achieve. Employees will think a hundred times before leaving the organization, knowing they are working in one of the best organizations.
From India, Mumbai
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Hi Sandeep,
Thanks for your feedback, and I do agree with you, but I still strongly stand by the view which I stated at the beginning. Some people have given good and excellent views regarding the thread. I have a totally different view about it, but nevertheless, thanks for sharing your views, Sandeep.
From United Kingdom, London
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Thanks for your feedback, and I do agree with you, but I still strongly stand by the view which I stated at the beginning. Some people have given good and excellent views regarding the thread. I have a totally different view about it, but nevertheless, thanks for sharing your views, Sandeep.
From United Kingdom, London
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Vachana, it's a good practice to consider that the reward for the service he provides to the establishment during his tenure should be acknowledged. Don't worry, be happy.
Thanks & Regards,
Sumit Kumar Saxena
From India, Ghaziabad
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Thanks & Regards,
Sumit Kumar Saxena
From India, Ghaziabad
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Hi Everyone Concerned in this discussion,
It is better to award the resigned employee as it will have a positive impact on other employees, and they will feel good about the management of the organization. Even though a resigned employee is being awarded, the management knows that the concerned employee is certainly going to leave the organization. On the other hand, the concerned employee is surely an asset to the organization. Who knows, the decision of resignation may be changed?
Thanks & Regards,
Shibabrata Das
Manager - HR
From India, Kolkata
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It is better to award the resigned employee as it will have a positive impact on other employees, and they will feel good about the management of the organization. Even though a resigned employee is being awarded, the management knows that the concerned employee is certainly going to leave the organization. On the other hand, the concerned employee is surely an asset to the organization. Who knows, the decision of resignation may be changed?
Thanks & Regards,
Shibabrata Das
Manager - HR
From India, Kolkata
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Go with the guy who has performed because his contribution has impacted the company's revenues the most. If the guy is leaving, so be it. It would be a great gesture, and you never know, he might come back and rejoin the company. Call it employee retention 😉.
From India, New Delhi
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From India, New Delhi
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Hi Guys, This thread is growing!!
HR of this company is thinking that this guy is going, why reward him? But the employee never thought so. He gave 100% and worked hard even after resigning!! Company should have shown more magnanimity...!? Have a great weekend!!
Best Regards, Divakar
From India, Bangalore
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HR of this company is thinking that this guy is going, why reward him? But the employee never thought so. He gave 100% and worked hard even after resigning!! Company should have shown more magnanimity...!? Have a great weekend!!
Best Regards, Divakar
From India, Bangalore
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The award is given in recognition of someone's performance. There are two examples when I awarded even an ex-employee, and really, that works. The talent joined back. Just awarding to another employee, even if somebody does not deserve it, may start a claiming attitude. I appreciate the manager's decision to recommend this. Why are gallantry and civil awards given to retired or even ex-people of the country? The employee is a person of that respective organization.
From India, Ghaziabad
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From India, Ghaziabad
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hi, my views for the employees who is serving notice period because he wont get chance again and it will show company loyalty toward employees may be in future he can back good notessss
From India, Delhi
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From India, Delhi
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Hello Senior Member,
I am new to this forum and I want to know about the returns that have to be filed under the Contract Labour Act of 1970. Complete details of the registers necessary for contractors and principal employers.
Thank you.
From India, Ahmedabad
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I am new to this forum and I want to know about the returns that have to be filed under the Contract Labour Act of 1970. Complete details of the registers necessary for contractors and principal employers.
Thank you.
From India, Ahmedabad
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Hello Senior Member,
I am new to this forum, and I want to know about the returns that have to be filed under the Contract Labour Act 1970 for the Gujarat region. I also need complete details on the registers necessary for contractors and principal employers.
From India, Ahmedabad
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I am new to this forum, and I want to know about the returns that have to be filed under the Contract Labour Act 1970 for the Gujarat region. I also need complete details on the registers necessary for contractors and principal employers.
From India, Ahmedabad
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Hi all !
Firstly, to my mind - many comments on this thread - including mine - hold only if the Reward is NOT public yet , HR has a clear say and values loyalty.
Hence, to reiterate, as already said in my earlier post, the following has to be factored in :
a) Is Loyalty a parameter , either explicit or implicit ?
b) Does HR have a say in such matters and if so, does HR value Loyalty - it seems it does, else we will not be having this discussion :-)
c) And , to reiterate yet again, Has the Reward been publicly declared or is it still under consideration , with the HOD just recommending the worker confidentially to HR for consideration.
If the award has been publicly declared then, as already said by me and many others, HR has NO option except to follow through, learn and make future policies accordingly.
I have already indicated my reasoning for not giving the Reward to the resigning employee.
The counter objections seem to be :
a) Be fair and Reward the “ best performer” : Without knowing how the parameters were structured one cannot comment.
If this award is on clearly defined parameters, publicly declared and well known to all then again there is really no argument since it obviously can not be contested. Only thing HR can do is learn from this and , if loyalty ( either past or future ) is a parameter, perhaps introduce in some fashion for the future . Indeed it can be an explicit retention tool - anyone who gets the award has to serve at least for the next three months, for example ?
BUT, it seems this is based solely on the HOD's recommendation. Not sure if one can call it an " Objective " recommendation . Is it possible that the HOD himself is biased , and hoping that the award will serve as the " retention carrot " ?
b) Use Rewards as a Retention tool for this worker
As I said before , unless the issue was addressed much earlier, trying to retain an employee AFTER he has resigned is fraught with perils. For BOTH the Organization as well as the Worker. Examples and research abound on this and one can have a separate thread on this. Suffice to say that the basic issues for which the worker seeks other avenues - better company, working environ, greater responsibilities and future growth avenues, better boss and better / much better salary will not go away just by a Reward for a month's performance- unless the Reward itself addresses such issues which seems remote :-)
And to my mind, it would be a rather immature worker who stays back just because he got a Reward for last month performance..
I am NOT saying people are not retained. They are. But unless the retention covers all the above, it is bound to be a short term one. I am sure all HR folks have come up with the dragon of offers and counter offers. And the resentment across the board that it creates, whether it succeeds or not.
c) This worker will leave with " Good feelings " and may come back again
For sure a possibility. But I would have thought " Farewell functions " and a prompt settlement of dues could equally cover that :-)
Fact is, the Worker is leaving since the offer he has is the best for him at this moment in time. All those calculations have already been done by him before he resigned.
And he will come back only if what you offer him - at that time - is the best for him.
d) This will be an example of the " fair practices " the Company follows which will motivate everyone to keep on giving their best even during the Notice Period
This depends upon the level and the work being performed. Perhaps such motivation will hold for mainly routine , transactional work. But as one goes up the ladder, in critical roles this period is used for " handover " as much as possible, since the " best " is now clearly suspect. Indeed we know of many cases where the Management by itself doesn't involve such worker in any further operational matters
e) Others will “ feel good “ about the Organization and so work with that much more commitment
OTOH will not most of workers see it as an obvious retention attempt - even if it is not meant to be ? The connection is too proximate to be ignored. And once it fails- as it most probably will - the HR will get the flack , while the HOD will be the “ White Knight “ who did his best but what to do, HR is not agreeing … etc…
In fact, to my mind, it is the HOD who needs counseling here most of all. First, he could not recognize and appreciate a best performing worker in time. Then , when that worker puts in his papers he recommends him for an award to HR without appreciating for himself that loyalty is also a factor, which he should have.
Just my thoughts….
From United States, New York
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Firstly, to my mind - many comments on this thread - including mine - hold only if the Reward is NOT public yet , HR has a clear say and values loyalty.
Hence, to reiterate, as already said in my earlier post, the following has to be factored in :
a) Is Loyalty a parameter , either explicit or implicit ?
b) Does HR have a say in such matters and if so, does HR value Loyalty - it seems it does, else we will not be having this discussion :-)
c) And , to reiterate yet again, Has the Reward been publicly declared or is it still under consideration , with the HOD just recommending the worker confidentially to HR for consideration.
If the award has been publicly declared then, as already said by me and many others, HR has NO option except to follow through, learn and make future policies accordingly.
I have already indicated my reasoning for not giving the Reward to the resigning employee.
The counter objections seem to be :
a) Be fair and Reward the “ best performer” : Without knowing how the parameters were structured one cannot comment.
If this award is on clearly defined parameters, publicly declared and well known to all then again there is really no argument since it obviously can not be contested. Only thing HR can do is learn from this and , if loyalty ( either past or future ) is a parameter, perhaps introduce in some fashion for the future . Indeed it can be an explicit retention tool - anyone who gets the award has to serve at least for the next three months, for example ?
BUT, it seems this is based solely on the HOD's recommendation. Not sure if one can call it an " Objective " recommendation . Is it possible that the HOD himself is biased , and hoping that the award will serve as the " retention carrot " ?
b) Use Rewards as a Retention tool for this worker
As I said before , unless the issue was addressed much earlier, trying to retain an employee AFTER he has resigned is fraught with perils. For BOTH the Organization as well as the Worker. Examples and research abound on this and one can have a separate thread on this. Suffice to say that the basic issues for which the worker seeks other avenues - better company, working environ, greater responsibilities and future growth avenues, better boss and better / much better salary will not go away just by a Reward for a month's performance- unless the Reward itself addresses such issues which seems remote :-)
And to my mind, it would be a rather immature worker who stays back just because he got a Reward for last month performance..
I am NOT saying people are not retained. They are. But unless the retention covers all the above, it is bound to be a short term one. I am sure all HR folks have come up with the dragon of offers and counter offers. And the resentment across the board that it creates, whether it succeeds or not.
c) This worker will leave with " Good feelings " and may come back again
For sure a possibility. But I would have thought " Farewell functions " and a prompt settlement of dues could equally cover that :-)
Fact is, the Worker is leaving since the offer he has is the best for him at this moment in time. All those calculations have already been done by him before he resigned.
And he will come back only if what you offer him - at that time - is the best for him.
d) This will be an example of the " fair practices " the Company follows which will motivate everyone to keep on giving their best even during the Notice Period
This depends upon the level and the work being performed. Perhaps such motivation will hold for mainly routine , transactional work. But as one goes up the ladder, in critical roles this period is used for " handover " as much as possible, since the " best " is now clearly suspect. Indeed we know of many cases where the Management by itself doesn't involve such worker in any further operational matters
e) Others will “ feel good “ about the Organization and so work with that much more commitment
OTOH will not most of workers see it as an obvious retention attempt - even if it is not meant to be ? The connection is too proximate to be ignored. And once it fails- as it most probably will - the HR will get the flack , while the HOD will be the “ White Knight “ who did his best but what to do, HR is not agreeing … etc…
In fact, to my mind, it is the HOD who needs counseling here most of all. First, he could not recognize and appreciate a best performing worker in time. Then , when that worker puts in his papers he recommends him for an award to HR without appreciating for himself that loyalty is also a factor, which he should have.
Just my thoughts….
From United States, New York
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I also agree with B. Saikumar because trust and loyalty are justified by the employer's side. This shows the transparency of the employer or company and creates great value for other existing employees. It demonstrates that the company is focusing on their performance without any partiality.
From India, Ahmedabad
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From India, Ahmedabad
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Yeah, it purely depends on the company's policies and the nature of the HR manager or the reporting manager. There are cases wherein managers have included their personal feelings and given awards and recognitions to employees based on love, friendship, hatred, fear, etc.
I joined one MNC Ltd. company as an HR assistant for a contract period of one year at Rs. 5,000 per month. I had a really good time with the company. However, since the company could not increase my salary after one year, I decided to move on. I had a nice relieving experience, and my manager was very supportive and guided me as a mentor.
After I left the company, around 7-8 months later, I received a call from my friend who worked in the company in admin and lived near my house. He mentioned that he would come and deliver the cheque to my house. The cheque was for the bonus of the employees for the past year. All employees used to receive the previous year's bonus in the following year. If the manager or company had wanted to, they could have easily stopped my bonus since I was no longer working with them and could not ask them.
However, it is all part of the policies and procedures, and it depends on person to person. The bonus amount was more than my monthly salary. This not only made me happy but also increased the goodwill of the company.
As managers, we are only expected to follow the rules of the company. If the company sets criteria such as hard work and dedication, then we should follow it and make decisions according to our individual company policies.
From India, Madras
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I joined one MNC Ltd. company as an HR assistant for a contract period of one year at Rs. 5,000 per month. I had a really good time with the company. However, since the company could not increase my salary after one year, I decided to move on. I had a nice relieving experience, and my manager was very supportive and guided me as a mentor.
After I left the company, around 7-8 months later, I received a call from my friend who worked in the company in admin and lived near my house. He mentioned that he would come and deliver the cheque to my house. The cheque was for the bonus of the employees for the past year. All employees used to receive the previous year's bonus in the following year. If the manager or company had wanted to, they could have easily stopped my bonus since I was no longer working with them and could not ask them.
However, it is all part of the policies and procedures, and it depends on person to person. The bonus amount was more than my monthly salary. This not only made me happy but also increased the goodwill of the company.
As managers, we are only expected to follow the rules of the company. If the company sets criteria such as hard work and dedication, then we should follow it and make decisions according to our individual company policies.
From India, Madras
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Hi Vachana,
My suggestion would be that the award should be given as an appreciation to the employee who has performed well even during his notice period. The company values and acknowledges this effort. The employee will leave with a positive impression of the organization.
From India, Mumbai
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My suggestion would be that the award should be given as an appreciation to the employee who has performed well even during his notice period. The company values and acknowledges this effort. The employee will leave with a positive impression of the organization.
From India, Mumbai
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Dear Vachana,
Follow your policy (if not then make it). The R&R (Rewards & Recognition) Awards are given to motivate the employees and retain them, which motivates them to show their loyalty. So, in my view, an employee who is showing loyalty to the organization and can set an example for the other present employees should be awarded.
Abhinav
From India, Solan
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Follow your policy (if not then make it). The R&R (Rewards & Recognition) Awards are given to motivate the employees and retain them, which motivates them to show their loyalty. So, in my view, an employee who is showing loyalty to the organization and can set an example for the other present employees should be awarded.
Abhinav
From India, Solan
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Hi Vachana,
I agree with Abhinav and others; R&R is for retaining and motivating employees.
Regards,
Everyjobs Team
For the latest jobs, visit Every Jobs | Find All jobs at [http://www.everyjobs.com](http://www.everyjobs.com).
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From India, Delhi
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I agree with Abhinav and others; R&R is for retaining and motivating employees.
Regards,
Everyjobs Team
For the latest jobs, visit Every Jobs | Find All jobs at [http://www.everyjobs.com](http://www.everyjobs.com).
You can join us on:
[http://www.facebook.com/everyjobs2013](http://www.facebook.com/everyjobs2013)
[https://twitter.com/everyjobs2013](https://twitter.com/everyjobs2013)
[http://www.linkedin.com/groups?home=&gid=4855148&trk=anet_ug_hm](http://www.linkedin.com/groups?home=&gid=4855148&trk=anet_ug_hm)
Also, send your resume to [email](mailto:jobs@everyjobs.com).
From India, Delhi
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The guy service notice period should not be considered for the award. For the simple reason, people love to imitiate role models.
From India, Bangalore
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From India, Bangalore
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Dear, I am totally with him, looking for future motivation and culture in your organization. You should plan it for another person. Talk to your department manager and give him the reason. If you do this, you will find another motivated person, which will be helpful for you to retain as well. I hope you agree with me. Thanks, Neeraj.
From India, Mumbai
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From India, Mumbai
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Employee Recognition Award Nomination.pdf
Employee Appraisal Form new.doc