Dear Neha,
If you really want to give him another chance, then you can simply state a lot of reasons why an employee leaves the current organization. Some reasons may include:
- Climate conditional factors
- Salary hike
- Personnel problems
- Not interested in the project
- Overly talented and seeking a better job
- Lack of cooperation with the team manager
- Lack of recognition in the company
- Heavy workload pressure from the company/client side
- Desire to achieve targets in a different stream
These are some of the common issues that cause employees to switch from one organization to another. However, whatever feedback you provide should not disrupt the employee's future career with another organization. After all, we are HR professionals responsible for taking care of both the organization and its employees, ensuring their career growth. We hope you understand our perspective and provide constructive feedback that does not harm the trainee's future prospects outside our company.
Regards,
G. Vinay Kumar
Certified Master Trainer (HR)
LinkedIn: [vinaykumar gajula | LinkedIn](http://in.linkedin.com/in/vinaygajula)
From India, Hyderabad
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If you really want to give him another chance, then you can simply state a lot of reasons why an employee leaves the current organization. Some reasons may include:
- Climate conditional factors
- Salary hike
- Personnel problems
- Not interested in the project
- Overly talented and seeking a better job
- Lack of cooperation with the team manager
- Lack of recognition in the company
- Heavy workload pressure from the company/client side
- Desire to achieve targets in a different stream
These are some of the common issues that cause employees to switch from one organization to another. However, whatever feedback you provide should not disrupt the employee's future career with another organization. After all, we are HR professionals responsible for taking care of both the organization and its employees, ensuring their career growth. We hope you understand our perspective and provide constructive feedback that does not harm the trainee's future prospects outside our company.
Regards,
G. Vinay Kumar
Certified Master Trainer (HR)
LinkedIn: [vinaykumar gajula | LinkedIn](http://in.linkedin.com/in/vinaygajula)
From India, Hyderabad
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Hello, thank you for your response. All the reasons mentioned are valid, but in this specific case, the trainee is being dismissed due to poor performance. I suggested that just because he could not perform here does not mean he cannot perform elsewhere. Therefore, I was discussing what the appropriate feedback should be in this scenario.
From India, Jaipur
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10From India, Jaipur
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Hi Neha,
Maybe it was his poor performance that led you people to take a hardcore decision of firing him, but I hope he would have performed well during the interview process in another company, and that's the reason they approached for his referral check. I really appreciate your concern about the candidate's future that made you start this thread.
Well, I would give you two types of feedback as I am not really clear with the situation:
Its not really clear whether the candidate or his relieving letter stated to the new company that he had been fired. If so, there is not much we can do. In that case, just say that the candidate was a trainee, and it was difficult for him to meet your expectations. Also, the project was in full swing, and you people didn't have much time to train him, so were forced to let him go; otherwise, he was really good.
If neither the candidate nor the relieving letter stated that he has been fired or terminated, then the situation comes in favor of the candidate. Usually, when a new employer requests a reference, typically, it will be a short form which they will ask you to fill out. All that they usually ask for is the title and dates that the employee was employed. Just mention that the nature of separation was "Resigned" and the reason for leaving was "Personal reasons." Candidate performance during his tenure was "Satisfactory" (Please do say that keeping in view of the candidate's future), Will you re-hire him - "Yes, if he meets our current needs and requirements."
I have given the best that I could give in favor of the candidate. It would be great if our seniors give their feedback too, probably which can help us out in future referral checks. Do let us know if you have any more doubts.
- Babu
From India, Madras
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Maybe it was his poor performance that led you people to take a hardcore decision of firing him, but I hope he would have performed well during the interview process in another company, and that's the reason they approached for his referral check. I really appreciate your concern about the candidate's future that made you start this thread.
Well, I would give you two types of feedback as I am not really clear with the situation:
Its not really clear whether the candidate or his relieving letter stated to the new company that he had been fired. If so, there is not much we can do. In that case, just say that the candidate was a trainee, and it was difficult for him to meet your expectations. Also, the project was in full swing, and you people didn't have much time to train him, so were forced to let him go; otherwise, he was really good.
If neither the candidate nor the relieving letter stated that he has been fired or terminated, then the situation comes in favor of the candidate. Usually, when a new employer requests a reference, typically, it will be a short form which they will ask you to fill out. All that they usually ask for is the title and dates that the employee was employed. Just mention that the nature of separation was "Resigned" and the reason for leaving was "Personal reasons." Candidate performance during his tenure was "Satisfactory" (Please do say that keeping in view of the candidate's future), Will you re-hire him - "Yes, if he meets our current needs and requirements."
I have given the best that I could give in favor of the candidate. It would be great if our seniors give their feedback too, probably which can help us out in future referral checks. Do let us know if you have any more doubts.
- Babu
From India, Madras
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Dear Neha,
I truly agree with Babu. You can give feedback on either of the statements about the candidate. I hope you will consider all of our advice and make a decision. I really appreciate your concern for the candidate, even after you have fired them. Your kindness will certainly contribute to their future success.
Regards,
Vinay Kumar Gajula
Certified Master Trainer (HR)
vinaykumar gajula | LinkedIn
From India, Hyderabad
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I truly agree with Babu. You can give feedback on either of the statements about the candidate. I hope you will consider all of our advice and make a decision. I really appreciate your concern for the candidate, even after you have fired them. Your kindness will certainly contribute to their future success.
Regards,
Vinay Kumar Gajula
Certified Master Trainer (HR)
vinaykumar gajula | LinkedIn
From India, Hyderabad
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