It was a late evening; I was in the development floor for seat allotment and I was discussing with the concern Project Leader. I very know guy on the floor (Name is not mentioned), who was in the maintenance project came to me and he said “I put Paper” due to some reason. I was quite shocked and my mind was thinking something else; suddenly the “Project lead” interfered and said “Have you marked copy or cc to me, when you sent the resignation? Since my inbox is not showing your mail”.
The incident took place and I have relived the candidate as per the employment terms and company policy, but it arouses lot of questions in my mind. For a Project Lead, which is important; not having the copy of resignation e mail? Or a competent resource is leaving the organization? The resource was so important till yesterday; since he put papers today, he was just a “Substance” who fulfills the final rituals of company’s relieving policy; the entire scenario was masking all his contributions that he has made to the organization.
For a project lead, not having a copy of the e-mail is more important than doing something to retain the competent resource. I hope in every organization, the policies and procedures are important to have right operations in place. But beyond that, there should be something in place at Individual level inside the organization which should make the people to connect with the organization during their period and even after relieve.
When I retrospect on who could be the reason for this? ; Manager, Company Philosophy or HR.
From India, Madras
The incident took place and I have relived the candidate as per the employment terms and company policy, but it arouses lot of questions in my mind. For a Project Lead, which is important; not having the copy of resignation e mail? Or a competent resource is leaving the organization? The resource was so important till yesterday; since he put papers today, he was just a “Substance” who fulfills the final rituals of company’s relieving policy; the entire scenario was masking all his contributions that he has made to the organization.
For a project lead, not having a copy of the e-mail is more important than doing something to retain the competent resource. I hope in every organization, the policies and procedures are important to have right operations in place. But beyond that, there should be something in place at Individual level inside the organization which should make the people to connect with the organization during their period and even after relieve.
When I retrospect on who could be the reason for this? ; Manager, Company Philosophy or HR.
From India, Madras
I feel the person who resigned, was one of your close friends there in the company, right?
Well I have few more questions for you, please consider and answer
-are you an HR there?
-was the resignation accepted by his reporting manager or not.
-to whom he presented his resignation
-to whom he was reporting, Project Leader, you and whom
-if the project leader who interfered and asked about email copy of resignation, was one of his reporting manager then why he did nt mark the copy to him,
-do you feel he was right by this action
Second, you noticed that he was a resource to your company but forget his mistakes and the reasons that forced him to go away. With a great pain, you want to know why he was not retained but have you tried inquire why your Project Leader or his reporting manager accepted his resignation If he was an asset to your company
You had to relieve him as per the company procedure, was one of your duty, but without any findings or to inquire about the reasons of his resignation and what forced him to take this action, NEITHER YOU NOR ANYONE CAN BLAME TO HR but yes there is something wrong that you have to find and get that into the light.
He had to leave with his own choice /reasons was his job, he wasn’t asked to leave, moreover, by not marking copy of resignation email to his reporting manager (if he was direct reporting manager) he certainly did a mistake which was not acceptable and was not a professional act by him, therefore, the reaction of Project Leader was obvious.
So neither you nor any other can blame to PL/MANAGER for his leaving.
If you are an HR, you must have knowledge about the procedure of resignation where an employee has to put forward his resignation to his direct reporting manager or head of the department, but he has ignored or disobeyed the rule, which deserve the appropriate action and you also has to accept being an HR Personnel if you are.
In addition, you must have knowledge about his performance, impression and work relations with his subordinates and reporting, you must inquire with what and why this happened with him.
Perhaps you missed something here, which require your attention, so please consider my above-posted questions and reply because I found your query is not clear.
Lastly, I would like to know what comes under Company Philosophy in your words please
From India, Gurgaon
663Well I have few more questions for you, please consider and answer
-are you an HR there?
-was the resignation accepted by his reporting manager or not.
-to whom he presented his resignation
-to whom he was reporting, Project Leader, you and whom
-if the project leader who interfered and asked about email copy of resignation, was one of his reporting manager then why he did nt mark the copy to him,
-do you feel he was right by this action
Second, you noticed that he was a resource to your company but forget his mistakes and the reasons that forced him to go away. With a great pain, you want to know why he was not retained but have you tried inquire why your Project Leader or his reporting manager accepted his resignation If he was an asset to your company
You had to relieve him as per the company procedure, was one of your duty, but without any findings or to inquire about the reasons of his resignation and what forced him to take this action, NEITHER YOU NOR ANYONE CAN BLAME TO HR but yes there is something wrong that you have to find and get that into the light.
He had to leave with his own choice /reasons was his job, he wasn’t asked to leave, moreover, by not marking copy of resignation email to his reporting manager (if he was direct reporting manager) he certainly did a mistake which was not acceptable and was not a professional act by him, therefore, the reaction of Project Leader was obvious.
So neither you nor any other can blame to PL/MANAGER for his leaving.
If you are an HR, you must have knowledge about the procedure of resignation where an employee has to put forward his resignation to his direct reporting manager or head of the department, but he has ignored or disobeyed the rule, which deserve the appropriate action and you also has to accept being an HR Personnel if you are.
In addition, you must have knowledge about his performance, impression and work relations with his subordinates and reporting, you must inquire with what and why this happened with him.
Perhaps you missed something here, which require your attention, so please consider my above-posted questions and reply because I found your query is not clear.
Lastly, I would like to know what comes under Company Philosophy in your words please
From India, Gurgaon
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