Top Management
Recruitment/talent Acquisition, Career Counselling
Sr. Executive Hr
+1 Other

One of our employee (Field Force) resigned on 02/12/12 and we have accepted it with immediate effect. Now after few conversation with Mgmt he is ready to rejoin our organisation once again as a Area Sales Manager in the same Headquarter. My query is can I revoke his resignation or what should i do,i cant take him as a fresh candidate
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Hello Ankitaadhikary,
You mentioned that his resignation has been 'accepted'--but has he been relieved?
If he hasn't been yet relieved, there's no bar from revoking--strictly speaking, the initiative will have to be from the employee-end. He needs to WITHDRAW his resignation--and continue as mutually decided.
If he has already been relieved from services, then ask him to SUBMIT a letter to the company conveying his interest to rejoin the company & the company can issue him a formal letter agreeing to his request--with the agreed-upon terms & conditions clearly mentioned.
Yes, if he is not yet relieved, by mutual consent and withdrawing the resignation, he can continue.
If he is relieved,then left to management discretion, if management is happy, he has to send request.
Whatever has been said so far is technically and procedurally correct but to my mind, all the efforts of persuading and discussing on retention should have been exhausted before accepting the resignation. Once the resignation has been accepted, both the sides should stick to it. I am sorry, but it shows the management in a rather poor light and sends wrong signals to the other employees
Hello Munshi,
You do have a point.
However, why not look @ it in another angle?
The management failed to convince this employee & this resulted in resignation. However, this guy was sooo good @ work, that the management DIDN'T STOP in their efforts to convince this guy & finally succeeded--which resulted in this thread being posted by Ankitaadhikary.
Coming to the employee, he didn't think "won't the company think very low of me IF I agree to rejoin AFTER resigning?" Or even if he did, he still went by his past experiences in the company [which would have been very good, else rethinking about resignation wouldn't arise] & the convincing mode of handling by the management.
In a line, both sides deviated from any ego/ feelings & decided based on the facts of the case/situation.
Any comments w.r.t. this line of thinking?
Dear Ankitaadhikary,
I so agree with TS as he has talked from both the sides of the table however, I think that you personally, should speak with the employee and figure out his future plans so to avoid the same situation in the future if you decide to reconsider him.
Also, set your expectations right with him/her so that you both reach a mutual consensus of agreement of his/her profile and designation and other relevant components at length.
Should you need any other discussion, let me know.
Hi All,
I would like to thank all of you for your suggestions and guidance.
Mr.Munsi i respect your views but we believe in retaining old
employees rather than recruiting new ones.
(these are my personal views it can be different from others)
I have taken an undertaking from the employee stating the incident,
and revoked his resignation Referring his letter.
Executive HR
A candle loses nothing by lighting another candle. In other words, be willing to help others and
share your knowledge and insights with others who may benefit.
If the employee has not left the organization then the resignation can be revoked .
If the employee has left the organization then he need to rejoin .Take an approval from the management for rehiring and reversal
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