Hi,
I hope our members have provided you with maximum inputs, but I would like to add the following points:
1) Always ensure proper screening, psychometric tests, and other stringent HR selection processes, especially when hiring critical talents.
2) If you adopt and follow the above point meticulously, I hope you won't encounter issues like this in the future.
3) HR induction should be strong enough to coach employees on HR policies and procedures consistently.
4) Set a code of business conduct principles and mentor your employees on integrity. If you lay the groundwork correctly, you won't face these kinds of issues. Today you faced one; tomorrow, ten critical talents may turn up in the same style. So, it's better to fine-tune your recruitment process.
Thanks for your understanding.
Sivakumar
From India, Madras
Acknowledge(0)
Amend(0)
I hope our members have provided you with maximum inputs, but I would like to add the following points:
1) Always ensure proper screening, psychometric tests, and other stringent HR selection processes, especially when hiring critical talents.
2) If you adopt and follow the above point meticulously, I hope you won't encounter issues like this in the future.
3) HR induction should be strong enough to coach employees on HR policies and procedures consistently.
4) Set a code of business conduct principles and mentor your employees on integrity. If you lay the groundwork correctly, you won't face these kinds of issues. Today you faced one; tomorrow, ten critical talents may turn up in the same style. So, it's better to fine-tune your recruitment process.
Thanks for your understanding.
Sivakumar
From India, Madras
Acknowledge(0)Amend(0)
Nisha,
It is a pity that your employee is leaving. Most times, HR just goes by what the managers say and actually implicates their employees falsely.
If the task cannot be done by anyone else in the company, it would be even harder to manage it. So, try to understand what she was doing from her manager and ask him/her the exact details of the skills that are currently not available in the organization. It might very well be that her manager has the skill, but her subordinates do not have the skill. So, now, for a moment, think like the employee. She is given staff who 'cannot' (read 'do not wish to') do that task and a manager who doesn't want to do it. I think this employee was not given the right environment to work. And the employee doesn't have the right incentive to continue. Needless to say, you will find a big 'hole' to fill... but the bottom line is that your employee must not be at fault.
Before you start wielding the wand of HR, try to fairly evaluate the situation. I think there is more to the story than what you are presenting...
Reg
From United States, Daphne
Acknowledge(0)Amend(0)
50It is a pity that your employee is leaving. Most times, HR just goes by what the managers say and actually implicates their employees falsely.
If the task cannot be done by anyone else in the company, it would be even harder to manage it. So, try to understand what she was doing from her manager and ask him/her the exact details of the skills that are currently not available in the organization. It might very well be that her manager has the skill, but her subordinates do not have the skill. So, now, for a moment, think like the employee. She is given staff who 'cannot' (read 'do not wish to') do that task and a manager who doesn't want to do it. I think this employee was not given the right environment to work. And the employee doesn't have the right incentive to continue. Needless to say, you will find a big 'hole' to fill... but the bottom line is that your employee must not be at fault.
Before you start wielding the wand of HR, try to fairly evaluate the situation. I think there is more to the story than what you are presenting...
Reg
From United States, Daphne
Acknowledge(0)Amend(0)
Thank you, Nikhil.
I completely agree that there are loopholes. However, the situation is loose at both ends. It is the management's fault as well as the employees'. As suggested, I am trying to understand who could take over the handover charge, and whether we would need that employee to come down to the office or not. Since she upfront said that she does not need a relieving letter, she has no obligation now.
Nisha
From India, Pune
Acknowledge(0)Amend(0)
I completely agree that there are loopholes. However, the situation is loose at both ends. It is the management's fault as well as the employees'. As suggested, I am trying to understand who could take over the handover charge, and whether we would need that employee to come down to the office or not. Since she upfront said that she does not need a relieving letter, she has no obligation now.
Nisha
From India, Pune
Acknowledge(0)Amend(0)
Nisha,
There is not much freedom for you to think. You will need to assign her responsibilities to her manager/boss! I don't see much room for discussion. He has to ensure it is done.
As far as handover is concerned, he surely knows the situation. And he has to find a solution because he has to meet his assigned business objectives.
I don't think you should entertain the idea of calling back that employee and 'discussing' or 'putting pressure' on the employee. It is not going to be a healthy meeting. And like I said, you might quickly make things worse off for both sides.
Reg, Nikhil
From United States, Daphne
Acknowledge(0)Amend(0)
There is not much freedom for you to think. You will need to assign her responsibilities to her manager/boss! I don't see much room for discussion. He has to ensure it is done.
As far as handover is concerned, he surely knows the situation. And he has to find a solution because he has to meet his assigned business objectives.
I don't think you should entertain the idea of calling back that employee and 'discussing' or 'putting pressure' on the employee. It is not going to be a healthy meeting. And like I said, you might quickly make things worse off for both sides.
Reg, Nikhil
From United States, Daphne
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee-grieva nce-guide_394.p df
EMPLOYEE EXIT CHECKLIST.doc
Knowledge Management.PPT