Thanks for replying!
please correct if I am wrong some where. below is my take on this.
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
what i have learnt in my exp. is exit interview are conducted in voluntary cases but after this abusive behavior under notice period, would it be counted a voluntary exit. we do conduct exit interviews but only in voluntary cases, in other cases one cannot expect fair views. its bound to be biased
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
[COLOR="rgb(255, 0, 255)"]he didn't raise the question on seniors performance, he accepted his mistake but don't agree to improve it saying that it's an human error can happen by anyone. agreed to it. but how often you do same mistake again n again[/COLOR]
3) Hr should understand why this employee is leaving and take corrective and preventive action to retain the people.
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee. [COLOR="rgb(255, 0, 255)"] ture. we are not protecting seniors and actually no need to do that. we simply ignored this incident[/COLOR]
5) Employee leaves the managers and they do not leave the organisation.
From India, New Delhi
12please correct if I am wrong some where. below is my take on this.
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
what i have learnt in my exp. is exit interview are conducted in voluntary cases but after this abusive behavior under notice period, would it be counted a voluntary exit. we do conduct exit interviews but only in voluntary cases, in other cases one cannot expect fair views. its bound to be biased
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
[COLOR="rgb(255, 0, 255)"]he didn't raise the question on seniors performance, he accepted his mistake but don't agree to improve it saying that it's an human error can happen by anyone. agreed to it. but how often you do same mistake again n again[/COLOR]
3) Hr should understand why this employee is leaving and take corrective and preventive action to retain the people.
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee. [COLOR="rgb(255, 0, 255)"] ture. we are not protecting seniors and actually no need to do that. we simply ignored this incident[/COLOR]
5) Employee leaves the managers and they do not leave the organisation.
From India, New Delhi
[QUOTE=Saunee;1860368]Thanks for replying!
[COLOR="rgb(255, 0, 255)"]Pls ignore previous reply; some typo errors [/COLOR]
please correct if I am wrong some where. below is my take on this.
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
what i have learnt in my exp. is exit interview are conducted in voluntary cases but after this abusive behavior under notice period, would it be counted a voluntary exit. we do conduct exit interviews but only in voluntary cases, in other cases one cannot expect fair views. its bound to be biased
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
[COLOR="rgb(255, 0, 255)"]he did raise the question on seniors performance, becos he accepted his mistake but don't agree to improve it saying that it's an human error can happen by anyone. agreed to it. but how often you do same mistake again n again[/COLOR]
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee. [COLOR="rgb(255, 0, 255)"] [COLOR="rgb(255, 0, 255)"]true. we are not protecting seniors and actually no need to do that. we simply ignored this incident[/COLOR][/COLOR]
From India, New Delhi
[COLOR="rgb(255, 0, 255)"]Pls ignore previous reply; some typo errors [/COLOR]
please correct if I am wrong some where. below is my take on this.
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
what i have learnt in my exp. is exit interview are conducted in voluntary cases but after this abusive behavior under notice period, would it be counted a voluntary exit. we do conduct exit interviews but only in voluntary cases, in other cases one cannot expect fair views. its bound to be biased
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
[COLOR="rgb(255, 0, 255)"]he did raise the question on seniors performance, becos he accepted his mistake but don't agree to improve it saying that it's an human error can happen by anyone. agreed to it. but how often you do same mistake again n again[/COLOR]
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee. [COLOR="rgb(255, 0, 255)"] [COLOR="rgb(255, 0, 255)"]true. we are not protecting seniors and actually no need to do that. we simply ignored this incident[/COLOR][/COLOR]
From India, New Delhi
Hi,
You know the situation very well in your organisation. I can request you to think differently. If there is any chances to improve yourself or organisation then improve it. I Do not need justification. No one is perfect in this world.
regards
Manjay
From India, Delhi
You know the situation very well in your organisation. I can request you to think differently. If there is any chances to improve yourself or organisation then improve it. I Do not need justification. No one is perfect in this world.
regards
Manjay
From India, Delhi
Hi ,
Never listen to one side, the employee who performed well n due to certain reasons is not able to then there must be some reason n may be , that employee is too good that he/ she can rise if gud guidance will be given but co partners or others does not want to him/her to grow, so they must be trying all sorts of frustrating environment so, that good performer cannot perform. This happens analyse n counsel him/her.Look into the matter deeply n retain him/her it takes time for a organization to retain good employee. May be he/ she is right.
Thanks & Regards
Kanachana
From India, Chandigarh
Never listen to one side, the employee who performed well n due to certain reasons is not able to then there must be some reason n may be , that employee is too good that he/ she can rise if gud guidance will be given but co partners or others does not want to him/her to grow, so they must be trying all sorts of frustrating environment so, that good performer cannot perform. This happens analyse n counsel him/her.Look into the matter deeply n retain him/her it takes time for a organization to retain good employee. May be he/ she is right.
Thanks & Regards
Kanachana
From India, Chandigarh
Dear Saunee,
There are many organizations today looking for politicians and not performers. In your company case, the employee had resigned the job. Meaning he was facing problem with seniors/management. Have you ever tried to find out why he resigned and what problems he was facing? In my 21 years of work experience I have seen many performers resigning and leaving offices just because of their immediate boss. See one cannot become a Rambo (one man army). Rambo looks good in movies but not is real life.
If the guy is bad mouthing about the company or management then there must some amount of truth in it. Well managed organization always try to address employee issues with a dialogue, research, discovery and remedy. Have you ever tried to look at the other side of it? I guess there will be an exit interview of the employee? I am sure he will address few things that would be an eye opener for the management.
By the way, I myself resigned as an advisor just because of an As...ole CEO. who had little management experience and his entire career was in retail banking. Many senior managers followed me. I never regret my decision neither they did. We are all happy now...we are in business :)
Regards,
AMJAD LALA
From Saudi Arabia
There are many organizations today looking for politicians and not performers. In your company case, the employee had resigned the job. Meaning he was facing problem with seniors/management. Have you ever tried to find out why he resigned and what problems he was facing? In my 21 years of work experience I have seen many performers resigning and leaving offices just because of their immediate boss. See one cannot become a Rambo (one man army). Rambo looks good in movies but not is real life.
If the guy is bad mouthing about the company or management then there must some amount of truth in it. Well managed organization always try to address employee issues with a dialogue, research, discovery and remedy. Have you ever tried to look at the other side of it? I guess there will be an exit interview of the employee? I am sure he will address few things that would be an eye opener for the management.
By the way, I myself resigned as an advisor just because of an As...ole CEO. who had little management experience and his entire career was in retail banking. Many senior managers followed me. I never regret my decision neither they did. We are all happy now...we are in business :)
Regards,
AMJAD LALA
From Saudi Arabia
Dear,
We can releave the employee by paying notice period amount,
but As a HR you should find out the reason why he is doing so, whats the
reason .so that you can get another side of the story
Regards
DILIP
From India, Pune
We can releave the employee by paying notice period amount,
but As a HR you should find out the reason why he is doing so, whats the
reason .so that you can get another side of the story
Regards
DILIP
From India, Pune
People leave companies not just cause of poor managers. By searching the web I came across 10 reasons for that at Top Ten Reasons Why Large Companies Fail To Keep Their Best Talent - Forbes
From United Kingdom
From United Kingdom
Generally, when an employee is under notice period and the handover is complete, it is better to relieve him/her to avoid unnecessary wasting of time caused by these employees who try to corrupt the minds of others by speaking about lucrative offers, badmouthing the organisation, etc.
And an employee who bad mouths the company has to be aware that his relieving letter can contain a feedback that will affect his future.
From India, Madras
And an employee who bad mouths the company has to be aware that his relieving letter can contain a feedback that will affect his future.
From India, Madras
Hi,
I would like to say few things about this:
Firstly, try to find out that why the employee is behaving in this way. There could be possibility that what he is trying to highlight is correct. Secondly, there could be more employees who are suffering because of the same reason, so get the surveys done, get the skip levels done to find out the same. Thirdly, if this employee is crossing his limits, issue warning letter to him, maybe, take off his e-mail rights,etc.
Regards,
Pankaj Soni
# 8884066650
From India, Coimbatore
I would like to say few things about this:
Firstly, try to find out that why the employee is behaving in this way. There could be possibility that what he is trying to highlight is correct. Secondly, there could be more employees who are suffering because of the same reason, so get the surveys done, get the skip levels done to find out the same. Thirdly, if this employee is crossing his limits, issue warning letter to him, maybe, take off his e-mail rights,etc.
Regards,
Pankaj Soni
# 8884066650
From India, Coimbatore
Dear Mr. Amjad Lala
I appreciate your practical views and agree aswell. I too had resigned because of my boss and all those politicians(old employees) who love to butter/polish him. This is how they secured their jobs for years, but i was not interested to receive my PAY CHEQUE without doing something EXTRAORDINARY THINGS that is beneficial for the organisation, institutions and employees. What's the great point in offering services when we can't contribute for the growth of our organisation. My boss trusted these politicians, but not me, though i was the only employee who systemised the entire operations, generated substantial amount of revenue from those business units which was not notice by anyone in the history of KES.
My sincere suggestion for you. Kindly avoid using ABUSIVE WORDS in this forum because we are professionals, we are known for specific competencies/skills, we do have reputation and we must maintain decorum to safe guard our IMAGE as it is in our HANDS.
Good Luck.
With profound regards
From India, Chennai
I appreciate your practical views and agree aswell. I too had resigned because of my boss and all those politicians(old employees) who love to butter/polish him. This is how they secured their jobs for years, but i was not interested to receive my PAY CHEQUE without doing something EXTRAORDINARY THINGS that is beneficial for the organisation, institutions and employees. What's the great point in offering services when we can't contribute for the growth of our organisation. My boss trusted these politicians, but not me, though i was the only employee who systemised the entire operations, generated substantial amount of revenue from those business units which was not notice by anyone in the history of KES.
My sincere suggestion for you. Kindly avoid using ABUSIVE WORDS in this forum because we are professionals, we are known for specific competencies/skills, we do have reputation and we must maintain decorum to safe guard our IMAGE as it is in our HANDS.
Good Luck.
With profound regards
From India, Chennai
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