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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3Hope 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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Employee Recognition Award Nomination.pdf
Employee Appraisal Form new.doc