Labour Law & Hr Consultant
Recruitment/talent Acquisition, Career Counselling
Exit of an employee can cut both ways-delay some work which was being handled by the employee and as well bring in new blood.
A well run company always keeps in mind stand by by for key employees.
Spending ten -fifteen minutes ot organise a small tea party is not going to affect the company output in anyway,rather it will give a good feeling to all that exit is being dealt with in positive way.
At any rate if the company has attrition rates reasons need to be examined holistically and not by avoiding the gesture of tea party/cake cutting etc.
11th September 2015 From India, Pune
Only the department members/team members will show interest in giving the farewell & the management approves it. Top management involvement is very less.
Giving a farewell is required since the employee is with the company & served the period as per the company requirements.
Farewell should be arranged during break timings (or) lunch hour without disturbing the working environment.
This creates a very good opinion in the mind of the exit employee & there is a chance of showing interest again sometime in future, if there are proper exit formalities & if the employee is treated well during his/her exit.
11th September 2015 From India, Vijayawada
Also, if we celebrate birthdays for the employee at work, then why cant we celebrate the exit? Why treat him as an outsider on his last day and close the doors for re-entry? by discouraging just policies, we are creating an atmosphere where the employees after putting their resignation, will feel like getting away from the organisation, as soon as possiable as the organisation starts treating them differently.
Also normally these farewell parties are either just before depature or in lunch or tea time, so not much of working time is wasted?
Kindly do not crub such Good Gestures and Good HR Feeler.
We understand that the HR work is going to look for his replacement, but then what are we expecting, an employee never leaving the organisation and no new blood joining the team???
12th September 2015 From India, Mumbai
12th September 2015 From India, Vadodara
#AnonymousA proactive HR culture is defined not by how you welcome a person into the organization, but by how you bid farewell to a person. Remember, the best ambassadors of any organisation are its past employees. Make their exit memorable. The intangibles you gain is phenomenal.
12th September 2015 From Indonesia, Jakarta
Not sure WHY you raised this topic--is it to do with any specific situation you faced or are facing OR just like that?
Like a member mentioned 'the best ambassadors of any organisation are its past employees. Make their exit memorable'--UNLESS of course it's a case of termination, for whatever reason(s).
Also, there's one small, but CRUCIAL, point that you seem to miss out. The to-be-ex-employee joined the Company & NOT any team within the Company. He/she became a part of the team only AFTER joining. And for all one knows, he/she may have worked in multiple teams during his/her tenure.
So whose concern, if at all, is it to give a farewell party to him/her?
Further more, did he/she work for any team Lead or Manager or anyone else OR for the Company all thru?
That's the logic from a purely human relations angle.
From another angle--whatever his/her productivity was during his/her tenure was a contribution to the Company & NOT to either the team or any individual. So whose concern, if at all, need it to be to give a farewell party to him/her? That his/her team is involved in arranging the farewell party is only a projection of the intent of the Company.
From another angle, what's the message the Company is trying to send to the to-be-ex-employee when the Company doesn't partake in any farewell party? To put it bluntly & directly: our 'use for you' is now over & finished & you can go your way now. At the most, a totally impersonal & mechanical 'Thank you'.
Does that feel like the way any HR person ought to suggest or project or practice?
Upto you to figure-out I guess.
13th September 2015 From India, Hyderabad
On the contrary, not having such a function indicates that the organization does not have a conducive atmosphere for inter-personal relationships. Such entities do not grow well as the right environmental culture is not fostered.
13th September 2015 From India, Delhi
However, where the rate of attrition is high and an employee leaves every alternative day, holding send-off parties during office hours so frequently may be disruptive in nature.Therefore, in my view, whether a send-off party shall be held during office hours or during lunch or tea time or after hours or whether it can be avoided, depends up on various factors like frequency of exits and the long or short tenure of employees or the reputation of employees.No matter how bad a guy is, it is worth celebrating his exit as some people make others happy when they leave.
HR & Labour Law Consultant
14th September 2015 From India, Mumbai
14th September 2015 From India, Vadodara
It is not a healthy thing to make it a practice / policy to have such farewell parties.
But if the team wants to say proper goodbye with their own cost (Snacks, memento, etc), Then the 10-15 minutes of company time spent for this should be overlooked by HR....
(Unless this creates disturbance to other employees & cleanliness is maintained. Such events can be done in meeting rooms, pantries, etc where disturbance is tolerable).
Company is the place where we spend most of our awake time. It is obvious that we make friends & attachments here. Putting such strict rules for company time cannot be seen a very good gesture.
15th September 2015
15th September 2015 From India, Salem
Kindly suggest What I will mail to them that environment will be cool & healthy & intimate also.
18th September 2015 From India, Chennai
This will foster good relationships among employees.
I really do not find any negative implication in this short but sweet gesture.
For years I have been doing this for exiting employees where ever have worked,without any problem or hindrance to official work.
18th September 2015 From India, Pune
A request to all my HR members, we need to strangthen the company culture through people management and not through looking down on things in a different way.
18th September 2015 From India, Mumbai
18th September 2015 From India, undefined