Hi,
It is not a healthy practice or policy to have frequent farewell parties. However, if the team wishes to bid a proper goodbye at their own expense (snacks, mementos, etc.), then the 10-15 minutes of company time spent on this should be overlooked by HR, as long as it does not disrupt other employees and cleanliness is maintained. Such events can be held in meeting rooms, pantries, or other areas where disturbance is tolerable.
The company is where we spend most of our waking hours. It is natural for us to form friendships and attachments here. Imposing strict rules regarding company time may not be perceived as a positive gesture.
Best Regards,
Amod Bobade.
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82It is not a healthy practice or policy to have frequent farewell parties. However, if the team wishes to bid a proper goodbye at their own expense (snacks, mementos, etc.), then the 10-15 minutes of company time spent on this should be overlooked by HR, as long as it does not disrupt other employees and cleanliness is maintained. Such events can be held in meeting rooms, pantries, or other areas where disturbance is tolerable.
The company is where we spend most of our waking hours. It is natural for us to form friendships and attachments here. Imposing strict rules regarding company time may not be perceived as a positive gesture.
Best Regards,
Amod Bobade.
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A formal farewell ceremony with no sort of partying can be entertained and can be made a practice in organizations. This will of course set an example of unity in the team
From India,
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From India,
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Somewhere I read years ago - "To meet, to eat, to chat, and to depart - that is the saddest tale of mankind!". Bidding farewell by the employees to a colleague on his voluntary exit from the organization is a mark of respect and remembrance of their long-time association. Managers have just to take it in a lighter vein instead of with a parochial outlook.
From India, Salem
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From India, Salem
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In my company, we do not celebrate farewells because when an employee leaves the organization. However, our employees give a personal farewell to the departing person and send an email to everyone. They do not inform the senior management. Kindly suggest whether we should instruct them to stop sending internal emails to everyone or if they send an email, they should also keep the management in the loop.
Kindly suggest what I should email to them so that the environment remains cool, healthy, and intimate.
Regards,
Aagam
From India, Chennai
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Kindly suggest what I should email to them so that the environment remains cool, healthy, and intimate.
Regards,
Aagam
From India, Chennai
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It is quite natural that it would also swing everyone’s mood. It would be better if we avoid such circumstances inside the premises.
From India, Chennai
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From India, Chennai
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Holding a small farewell party during tea break involving HOD and members of the team/department for the farewell party of an employee who is leaving is a good idea. (Of course, the exiting employee should not have been terminated or dismissed, etc.) This will foster good relationships among employees.
I really do not find any negative implications in this short but sweet gesture. For years, I have been doing this for exiting employees wherever I have worked without any problem or hindrance to official work.
From India, Pune
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I really do not find any negative implications in this short but sweet gesture. For years, I have been doing this for exiting employees wherever I have worked without any problem or hindrance to official work.
From India, Pune
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If we all take exits as negatives and handle the farewell gestures as a waste of time, then I really wonder if the employees would stick around for the notice period and transfer the knowledge. As soon as a person puts in their resignation, people will start to distance themselves from them, treating them as an alien in the group. This is a very harmful trend.
A request to all my HR members: we need to strengthen the company culture through people management and not by looking down on things in a different way.
Regards,
Ashutosh Thakre
From India, Mumbai
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A request to all my HR members: we need to strengthen the company culture through people management and not by looking down on things in a different way.
Regards,
Ashutosh Thakre
From India, Mumbai
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In my view point the procedure of giving farewell is a good idea as the person is going for the better opportunities without harming the organization.
From India, New Delhi
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From India, New Delhi
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We'd say, don't make it big - but encourage the employee who's given the best and highlight his positives to the rest of the members. Let the person who's taken the big decision to move on feel good about working for his current organization and let him contemplate on what he's going to carry forward on his next leap.
From India, undefined
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From India, undefined
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