- Have the employee leave as a friend
- Once somebody has given notice, their heart leaves, better to leave them immediately
- If you don't need them for the transition training, it's best to let them go
- It's not necessary to treat him like a criminal
- Why make a person feel poorly about leaving?
Tuesday, September 18, 2007
Dealing with Resignations
Reading a couple of articles on project management and how to deal with an Employee who resigns and I see how the way a resigned employee is dealed with in this part of the world is opposite of what the Industry experts advice. Couple of lines from different articles:
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2 comments:
Retaining talent is a big challenge corporates face.
Its intellectual talent which gets bored of hypocritical ways and mundane work and its still frustrating if it repeats and its chapter close if there is no planning.
However, I feel that most of the companies don't have a strategy to retain talent.
Something new and challenging is always fun.
Dealing with crap, you become crap.
Shed the fear and calculates risks and opportunities.
In short, a middle finger is what is necessary. {Ofcourse in mild tone without explicit display ;)}
Anyway, the loop holes lie in authors of project management books , not taking practical, environmental, regional, social, psychological factors into consideration, while writing a big fat IDEAL book.
We all know PV=nRT is an ideal gas equation. Show me a gas which is an ideal gas.
REALITY approximates IDEAL
PRACTICE approximates theories
It takes a little common sense to figure that out and link it to resignations.
~ Noor
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