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
4From India , Mumbai
Need more details to answer.
What position was he holding?
What was the reason for exit?
How much was the notice period?
What were the conditions given in offer letter?
What is the nature of bad mouthing and what proof does your company have?
Starting from filing a suit for 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
What position was he holding?
What was the reason for exit?
How much was the notice period?
What were the conditions given in offer letter?
What is the nature of bad mouthing and what proof does your company have?
Starting from filing a suit for 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
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 little deeper.
Two things become well clear from your post. One is the abandonment of the employment by the employee and second one is exasperation of the highest kind that resulted into badmouthing. Why the things came to such a pass? Did you commit something and organisation failed to fulfil 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 this conflict was it? Was it process conflict but later escalated to 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 manager did to address his dissatisfaction? What was his performance?
As the person's tenure progressed, did you reveal that the person was unsuitable to execute his duties? In that case, was it a case of bad recruitment?
As far as negative publicity is concerned, I recommend it to just ignore it. He will cool down over a period of time. There are few portals where employees express their opinions but with fictitious handle. If you refer 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 the talent.
Nevertheless, take this as lesson and your may take steps to improve the organisation's culture of the company. You may measure employee satisfaction by conducting Employee Satisfaction Survey (ESS). You may train your managers and HR in interviewing skills. Next thing you may do is quantification of the work. Are the KPIs/KRAs for each department well defined? If yes, then do you recruit the people on these KRAs? How about employee training? What type of training do you conduct? Have you trained your managers on interpersonal skills?
Lastly, person of your stature should not have raised this query at all. In fact nobody from your company should have raised this query in public forum. In your post, you have not provided any context or background information. Your post is shorter than permissible limit of an SMS! Is your post compatible with your stature? Does it not cast you in poor light?
Your company provides HR consulting services. Testimonials from your client are made visible prominently on your website. Notwithstanding all this, you have approached this HR forum to take advice when separation of some employee turned bitter. Should the members of this forum consider your post as proverbial darkness beneath a shining lamp?
Thanks,
Dinesh Divekar
From India, Bangalore
Senior member of this forum Mr Nathrao has raised precise and logically relevant questions related to your post. I would like to go little deeper.
Two things become well clear from your post. One is the abandonment of the employment by the employee and second one is exasperation of the highest kind that resulted into badmouthing. Why the things came to such a pass? Did you commit something and organisation failed to fulfil 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 this conflict was it? Was it process conflict but later escalated to 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 manager did to address his dissatisfaction? What was his performance?
As the person's tenure progressed, did you reveal that the person was unsuitable to execute his duties? In that case, was it a case of bad recruitment?
As far as negative publicity is concerned, I recommend it to just ignore it. He will cool down over a period of time. There are few portals where employees express their opinions but with fictitious handle. If you refer 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 the talent.
Nevertheless, take this as lesson and your may take steps to improve the organisation's culture of the company. You may measure employee satisfaction by conducting Employee Satisfaction Survey (ESS). You may train your managers and HR in interviewing skills. Next thing you may do is quantification of the work. Are the KPIs/KRAs for each department well defined? If yes, then do you recruit the people on these KRAs? How about employee training? What type of training do you conduct? Have you trained your managers on interpersonal skills?
Lastly, person of your stature should not have raised this query at all. In fact nobody from your company should have raised this query in public forum. In your post, you have not provided any context or background information. Your post is shorter than permissible limit of an SMS! Is your post compatible with your stature? Does it not cast you in poor light?
Your company provides HR consulting services. Testimonials from your client are made visible prominently on your website. Notwithstanding all this, you have approached this HR forum to take advice when separation of some employee turned bitter. Should the members of this forum consider your post as proverbial darkness beneath a shining lamp?
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Ms.Usha,
As aptly said by Mr.Dinesh, silence is the best & 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 shut. How long a person can bad mouth an organization he was part of. If his present employer too comes to know this attitude of this employee, he wouldn't hesitate to terminate him since the employee is going to carry this attitude everywhere. No one is perfect, likewise no organization is perfect. We all have our own defects and accept ourselves as we are. In the same sense, accept the ex-employee as he is and in times, he will realize his mistake and will correct his stance towards his ex-employer.
From India, New Delhi
As aptly said by Mr.Dinesh, silence is the best & 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 shut. How long a person can bad mouth an organization he was part of. If his present employer too comes to know this attitude of this employee, he wouldn't hesitate to terminate him since the employee is going to carry this attitude everywhere. No one is perfect, likewise no organization is perfect. We all have our own defects and accept ourselves as we are. In the same sense, accept the ex-employee as he is and in times, he will realize his mistake and will correct his stance towards his ex-employer.
From India, New Delhi
Dear Ms Usha Arora,
It is already Mr Nathrao and Mr. Divekar has raised & replied as per your post. There are several avenues remain infront of the management to go for action against errant employee. You can sue the employee against the non-compliance of signed terms and conditions of employment. You can serve a lawer notice or can file defamation case amounts to loss of goodwill of the company. Before act upon check that everything is at your end is right or otherwise you will fall into trouble. Therefore our members wanted to know all facts relating to appointment. Did you send any communication for long absent from the office or received any communication from the employee. It is time on part of your management to be more responsible to stop unwanted exit of employee.
From India, Mumbai
It is already Mr Nathrao and Mr. Divekar has raised & replied as per your post. There are several avenues remain infront of the management to go for action against errant employee. You can sue the employee against the non-compliance of signed terms and conditions of employment. You can serve a lawer notice or can file defamation case amounts to loss of goodwill of the company. Before act upon check that everything is at your end is right or otherwise you will fall into trouble. Therefore our members wanted to know all facts relating to appointment. Did you send any communication for long absent from the office or received any communication from the employee. It is time on part of your management to be more responsible to stop unwanted exit of employee.
From India, Mumbai
Employees will come and Go.They leave for many reasons.If the organisation is right in all respects of employment,no employee will bad mouth the organisation.Having said this,leaders in the organisation should at least have the review of every exit end ensure that employees do not leave the organisation with bad impression and experience.
From India, Vadodara
From India, Vadodara
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EMPLOYEE EXIT CHECKLIST.doc