How relevant and advantageous is it for an organization to see off its employees in a respectable manner?
Most of us just leave without being acknowledged for our contributions. Some are lucky to get a seeing off party or mail messages. Maybe we were quite senior in position or maybe we were some of management's favorite.
Irrespective of the status or contribution, one should get an acknowledgment of their services to the organizations - however small that period of working was. That is not to make that person feel good, but also for the others who are not leaving. The latter would feel safe and secure in a way which could be due to the expectations that one has for a situation when he himself would be leaving.
From management's perspective this could be a cost - a cost in terms of money as well as a cost in terms of all of other employees coming to know (clearly) that a person (one more person?) is leaving the organization.
What should be the management's view on this? And, should this view change according to industry types (... e.g. BPOs which are always hiring and firing vs education which is more stable) and / or size of the organization?
Any views??
From India, Lucknow
Most of us just leave without being acknowledged for our contributions. Some are lucky to get a seeing off party or mail messages. Maybe we were quite senior in position or maybe we were some of management's favorite.
Irrespective of the status or contribution, one should get an acknowledgment of their services to the organizations - however small that period of working was. That is not to make that person feel good, but also for the others who are not leaving. The latter would feel safe and secure in a way which could be due to the expectations that one has for a situation when he himself would be leaving.
From management's perspective this could be a cost - a cost in terms of money as well as a cost in terms of all of other employees coming to know (clearly) that a person (one more person?) is leaving the organization.
What should be the management's view on this? And, should this view change according to industry types (... e.g. BPOs which are always hiring and firing vs education which is more stable) and / or size of the organization?
Any views??
From India, Lucknow
Hi
Send of patry depends on various factors like the Type of Organisation (Service sector or manufacturing or IT), length of the service of employee, employee turnover in org, and most imp budget..
So you have to frame a informal proposal and post to management, if they like they will encourage the activity or else ask for some modification.
(By the way i received a personal send off party from my department when i left my last co)
Siddharth
From India, Surat
49Send of patry depends on various factors like the Type of Organisation (Service sector or manufacturing or IT), length of the service of employee, employee turnover in org, and most imp budget..
So you have to frame a informal proposal and post to management, if they like they will encourage the activity or else ask for some modification.
(By the way i received a personal send off party from my department when i left my last co)
Siddharth
From India, Surat
In my opinion ;
Any employee whether he just attends an interview in your organisations or Works for some time is The brand ambassodor of the company.
I have heard that philips has a dedicated Hr dept. which takes care of the Potential candidate from the interview call ; Commutation till the Exit interviews.
I see many organisatioins dont have exit interviews and they care a **** For outgoing employees.
Brand ambassadors is what i call word of mouth too
Regards,
Avin
Soft Skill Trainer/Facilitator
Any comments??
From India, Madras
Any employee whether he just attends an interview in your organisations or Works for some time is The brand ambassodor of the company.
I have heard that philips has a dedicated Hr dept. which takes care of the Potential candidate from the interview call ; Commutation till the Exit interviews.
I see many organisatioins dont have exit interviews and they care a **** For outgoing employees.
Brand ambassadors is what i call word of mouth too
Regards,
Avin
Soft Skill Trainer/Facilitator
Any comments??
From India, Madras
Additionally, the organizations that do not have any employees' representatives or with strong HR, do suffer from these issues.
From India, Lucknow
From India, Lucknow
After reading the comments two points emerge:
1. The time period of stay of an employee, and
2. No formal policy doesn't necessarily means a farewell see off can not be arranged.
The management should make it clear that after how much of contribution (in terms of time), an employee is worth a "formal goodbye". Here again is a catch... the organizations can be very quality conscious (having ISO 9000 etc.) and still not possess any concrete HR Policy. Well...maybe ISO people do not consider internal people as customers. :)
Second, my concern that one should be getting it if he/she has completed some year whether or not management cares for it...is answered by the idea of colleagues taking initiative for a change and throwing a small party for the employee who would no more be coming to office....thus giving a relief to management's worries of taking care of each and every employee who leaves.
If they do not feel employees as brand ambassador, at least we can do so.
Thanks for views...
tc
From India, Lucknow
1. The time period of stay of an employee, and
2. No formal policy doesn't necessarily means a farewell see off can not be arranged.
The management should make it clear that after how much of contribution (in terms of time), an employee is worth a "formal goodbye". Here again is a catch... the organizations can be very quality conscious (having ISO 9000 etc.) and still not possess any concrete HR Policy. Well...maybe ISO people do not consider internal people as customers. :)
Second, my concern that one should be getting it if he/she has completed some year whether or not management cares for it...is answered by the idea of colleagues taking initiative for a change and throwing a small party for the employee who would no more be coming to office....thus giving a relief to management's worries of taking care of each and every employee who leaves.
If they do not feel employees as brand ambassador, at least we can do so.
Thanks for views...
tc
From India, Lucknow
I agree with Alwar, Ravi and Seema.
Even if there is no company policy, one can always arrange a private farewell through contributions.
Good companies, irrespective of sectors, should have a provision, including expenses based on level of person for a farewell get-together. One can have certain criteria like length of service (can be at least two years); no.of persons who should attend etc.
If we consider employees as Brand Ambassadors, then they are supposed to create a goodwill for the company when they leave, and a warm send-off fits the bill perfectly.
Even if an employee has resigned after certain differences, these get-together remove the feeling of hurt; and all the good words spoken about the ex-employee, makes him feel good about the company.
Warm regards.
From India, Delhi
Even if there is no company policy, one can always arrange a private farewell through contributions.
Good companies, irrespective of sectors, should have a provision, including expenses based on level of person for a farewell get-together. One can have certain criteria like length of service (can be at least two years); no.of persons who should attend etc.
If we consider employees as Brand Ambassadors, then they are supposed to create a goodwill for the company when they leave, and a warm send-off fits the bill perfectly.
Even if an employee has resigned after certain differences, these get-together remove the feeling of hurt; and all the good words spoken about the ex-employee, makes him feel good about the company.
Warm regards.
From India, Delhi
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