Dear Vachana,
When anyone works in an organization it devotes his time, work, knowledge & all that things which is helpful for improving & achieving organizational goal. In your case the employee actually nominated though he actually resigned from service. It indicates he is actually very good & sincere in his job. So, awarding such person show our good faith & respect to employees cause improving organizational image also.
With Regards,
Vineet Deshmukh
From India, Yavatmal
25When anyone works in an organization it devotes his time, work, knowledge & all that things which is helpful for improving & achieving organizational goal. In your case the employee actually nominated though he actually resigned from service. It indicates he is actually very good & sincere in his job. So, awarding such person show our good faith & respect to employees cause improving organizational image also.
With Regards,
Vineet Deshmukh
From India, Yavatmal
Hi All !
Just got in here and thought I'd stir this up a bit :-)
As I understand the Employee was nominated by his HOD. Not clear whether such nomination has been publicly declared or if it is pending with HR for final adjudication. Also not clear if HR has a say at all in such matters.
If declaration still pending and HR has a say, then isn't loyalty also a factor in determining the " Best Performer " . And if he has already demonstrated a lapse on that for " Greener Pastures " isn't that, by itself, a disqualification ?
If, inspite of the Employee leaving he is awarded the " Best Performer " what is weightage you are giving to loyalty ? None, IMHO. Besides :
- An opportunity to motivate the loyal workers who are staying on is lost.
- A signal goes out that loyalty is not a factor at all.
- Indeed one gives out a signal that maybe the award was given under a pressure to retain. And if so, would most probably fail , as most retention efforts after a resignation do.
IMHO, the efforts to retain should be made before the employee resigns, and within the constraints of the Organization. Not later. And if the HR is sensing an employee is looking out and cannot be retained, it is better to keep a talent pipe ready.
While it is nice to be " fair " , business imperatives - which is the raison d'etre for the Organization and the HR Deptt itself, should not be forgotten. Else all organizations will become non-profit making ones :-)
OTOH, if the nomination has been publicly declared then :
- HR should seriously introspect as to their role in such a structure where they had no say , and, if supported by the Top Management, amend all relevant policies for the future.
- Make clear to the Organization that Loyalty will be a deciding factor in the future, and will be factored in. And this is the lesson that they have learnt. No wrong signals should go out even if it means HR owing up and rectifying the award mechanism. HR is also human, after all.
Of course the possibility still exists that the Employee would use this Award itself to demonstrate his " worth" to future employers and would still move , maybe shortly thereafter. But that possibility exists in all cases - uncertainty is the fun part of being alive , isn't it :-))
Just my views..
Best
PS : Are Social Networks " Job Effective " ? Tell and Hear Please - on a 2-minute Survey we are doing.
Click here for the same, many thanks !
From United States, New York
Just got in here and thought I'd stir this up a bit :-)
As I understand the Employee was nominated by his HOD. Not clear whether such nomination has been publicly declared or if it is pending with HR for final adjudication. Also not clear if HR has a say at all in such matters.
If declaration still pending and HR has a say, then isn't loyalty also a factor in determining the " Best Performer " . And if he has already demonstrated a lapse on that for " Greener Pastures " isn't that, by itself, a disqualification ?
If, inspite of the Employee leaving he is awarded the " Best Performer " what is weightage you are giving to loyalty ? None, IMHO. Besides :
- An opportunity to motivate the loyal workers who are staying on is lost.
- A signal goes out that loyalty is not a factor at all.
- Indeed one gives out a signal that maybe the award was given under a pressure to retain. And if so, would most probably fail , as most retention efforts after a resignation do.
IMHO, the efforts to retain should be made before the employee resigns, and within the constraints of the Organization. Not later. And if the HR is sensing an employee is looking out and cannot be retained, it is better to keep a talent pipe ready.
While it is nice to be " fair " , business imperatives - which is the raison d'etre for the Organization and the HR Deptt itself, should not be forgotten. Else all organizations will become non-profit making ones :-)
OTOH, if the nomination has been publicly declared then :
- HR should seriously introspect as to their role in such a structure where they had no say , and, if supported by the Top Management, amend all relevant policies for the future.
- Make clear to the Organization that Loyalty will be a deciding factor in the future, and will be factored in. And this is the lesson that they have learnt. No wrong signals should go out even if it means HR owing up and rectifying the award mechanism. HR is also human, after all.
Of course the possibility still exists that the Employee would use this Award itself to demonstrate his " worth" to future employers and would still move , maybe shortly thereafter. But that possibility exists in all cases - uncertainty is the fun part of being alive , isn't it :-))
Just my views..
Best
PS : Are Social Networks " Job Effective " ? Tell and Hear Please - on a 2-minute Survey we are doing.
Click here for the same, many thanks !
From United States, New York
Dear All,
Let me also add something to this ever growing thread :-)
R & R is no doubt a retention and motivation tool but it not only that tool, it has many other implications, as well.
However, by not giving such award to someone who is serving notice period will send many wrong signals to other employees
1. The others leaving company will start treating notice period as a period of no work.
2. You are not interested in taking back your ex employees, as and when, such situation arises.
3. You take resignations personally by not giving your employees; employee status during notice period.
4. You totally negate the concept that your HoD actually may be trying to retain this particular employee, albeit, with little chances of success but you never know.
From India, Delhi
Let me also add something to this ever growing thread :-)
R & R is no doubt a retention and motivation tool but it not only that tool, it has many other implications, as well.
However, by not giving such award to someone who is serving notice period will send many wrong signals to other employees
1. The others leaving company will start treating notice period as a period of no work.
2. You are not interested in taking back your ex employees, as and when, such situation arises.
3. You take resignations personally by not giving your employees; employee status during notice period.
4. You totally negate the concept that your HoD actually may be trying to retain this particular employee, albeit, with little chances of success but you never know.
From India, Delhi
Agree with Saikumar. We should appriciate this emloyee, that he has given 100% though in notice period, which is a rarity now-a-days.
From India, Bangalore
From India, Bangalore
Dear All,
My piece of thought to this 3 page thread.
Employee Rewards and Recognition serves as motivating and rewarding program to highlight the excellence of employees in all areas and job functions across the organization.
In this case, the resigned employee should be awarded which makes him move out with an intention to come back at a later point of time and also "word of mouth" from him that spreads is good about the company.
Also, the organization can have Annual R & R where Loyalty can be recognized and awarded to those employees who are loyal to the organization.
Thanks & regards
Nagaranjani J
From India, Bangalore
My piece of thought to this 3 page thread.
Employee Rewards and Recognition serves as motivating and rewarding program to highlight the excellence of employees in all areas and job functions across the organization.
In this case, the resigned employee should be awarded which makes him move out with an intention to come back at a later point of time and also "word of mouth" from him that spreads is good about the company.
Also, the organization can have Annual R & R where Loyalty can be recognized and awarded to those employees who are loyal to the organization.
Thanks & regards
Nagaranjani J
From India, Bangalore
Dear Friends, Mr. Sai Kumar is saying correct. No other issues. We have see the both the implications. Regards, PBS KUMAR
From India, Kakinada
From India, Kakinada
Team Group HR has brought to the fore an advantage or opportunity of winning back an employee with potential who leaves by giving him the credit that is due to him despite he being on the notice period. A miffed employee probably will not return. A learning, growing and proactive organisation does not believe in the dictum that 'once left- always left' and shall in fact keep it's doors open to it's ex-employees more so with potential to come back to them.Gestures like this and the exit interviews will surely facilitate such reunions which may work for mutual benfit and profit.
B.Saikumar
HR & Labour law advisor
From India, Mumbai
B.Saikumar
HR & Labour law advisor
From India, Mumbai
Hi All,
Performance & reward management system is implemented to achieve set target for organizational growth. In this system Management , Managers are playing key role in planning & implementation of system. Once Manager monitors employee performance & gives his feedback about employee even though employee is not with company after next 2 week & find him deserve for this reward that means Manger is performing his role properly then why not HR. HR is driving organization for getting work done with such policies. Until employee is working for organization with his full dedication he deserves reward. If employee thinks in opposite way like why should I perform & give the best for organization which he is leaving soon then how Manager reach target & give best ? So Giving Award to employee is even if he is under notice period is good for organizational health.
From India, Pune
Performance & reward management system is implemented to achieve set target for organizational growth. In this system Management , Managers are playing key role in planning & implementation of system. Once Manager monitors employee performance & gives his feedback about employee even though employee is not with company after next 2 week & find him deserve for this reward that means Manger is performing his role properly then why not HR. HR is driving organization for getting work done with such policies. Until employee is working for organization with his full dedication he deserves reward. If employee thinks in opposite way like why should I perform & give the best for organization which he is leaving soon then how Manager reach target & give best ? So Giving Award to employee is even if he is under notice period is good for organizational health.
From India, Pune
I am totally agree with Mr. Nashbramhall views!!!!
If the company gave the award to the employee who were best in the department whether he/she is resigned or not!!!
If company do the same then employees satisfaction level can go high because they might think that company also gave the best result otherwise it sends a wrong signal to others that once they resign, they should not give their best!!!!
Dipal Shah
From India, Vadodara
If the company gave the award to the employee who were best in the department whether he/she is resigned or not!!!
If company do the same then employees satisfaction level can go high because they might think that company also gave the best result otherwise it sends a wrong signal to others that once they resign, they should not give their best!!!!
Dipal Shah
From India, Vadodara
Hi
Anand...
You are right at your point..but keep your self at both the end, if the new person gets the aword it will be benefited to that same person but if the company awarded the resign employee it gives a great honour to that employee and the also to the company...other will feel so proud about the company where they are working in future more employees will come front as an achiever....( employees will thing 100 times before living the organization) that they are working in the best of the best organization.
From India, Mumbai
Anand...
You are right at your point..but keep your self at both the end, if the new person gets the aword it will be benefited to that same person but if the company awarded the resign employee it gives a great honour to that employee and the also to the company...other will feel so proud about the company where they are working in future more employees will come front as an achiever....( employees will thing 100 times before living the organization) that they are working in the best of the best organization.
From India, Mumbai
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