Damage control for Indecisiveness and joining the wrong company? - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Industrial Relations And Labour Laws
Bharat Gera
Principal Hr Consultant
Aniket Pathak
Sr. Executive Hr
+1 Other

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I was Indecisive between company A and B and in this Indecisiveness I joined company A and also refused company B. first day I was directly introduced to the team where i logged in(induction was going to happen next week). 1st day i realised this company is not for me as it was very far from where i lived. I wanted to discontinue working so I dropped apologetic email to HR and Hiring manager that the travel time was too much. Angry HR called me asking me to quit officially serve 15 day notice period. But I begged company B to join me next week. I am in a situation where I do not want to abscond, do not want to serve notice and I want to join company B without fail or issues on time. Please note I cannot delay company B joining any furthur. Please advice what should be done. Is this messier than the HR is making it to be? i understand that this is a lesson for me but i want to do damage control as much as possible.

Please help.

Other facts:

As no induction happened company does not have my bank details or my PF GF forms.

Employment/offer letter did mention 15 day notice period while on probation. But while accepting the offer date mentioned as employment commencement was of later date which they changed later.

They did not issue me any access card.

I did log in the system and opened outlook.

Dear member,

You have written that "1st day i realised this company is not for me as it was very far from where i lived. I wanted to discontinue working so I dropped apologetic email to HR and Hiring manager that the travel time was too much."

The reason that you have quoted is most displeasing. More than indecisiveness, it shows your juvenility. Well before accepting the offer letter, you should have calculated the commutation time from your home to the office. Epiphany on the long commutation time on the first working day smacks unprofessional approach. Any HR is bound to get angry on your "apologetic mail". Do you know what does it take to recruit a person?

In fact your HR was too clement by telling you to serve 15 days notice period. In any other company, right on day one, they issue the terms and conditions of employment and make sure that the notice period agreement on quitting the company is signed right on the first day.

The worst still, you have written that "Is this messier than the HR is making it to be?" It is you who have made mess and not HR. You have courage to come to HR forum and pass on the buck to HR for your mistakes! Hats off to you gentleman! You have let down the HR of company A and you expect fraternity of this forum, who are mostly HR, to suggest a solution on how to con their fellow member? At least you could have learnt where to ask which question!

This forum is for raising queries on HR profession. Non-HR may ask queries related to their career workplace issues. Nevertheless, no solution could be offered in your case as your query is anti-HR.

Dinesh Divekar

Dont get panic ... Just ignore the company A & join as earliest in Company B. In case your receive call from company A HR team just dont response . One day they will stop calling you. Its happen in our life in choosing correct company . Just to inform all HR collegue Guys if some body come for help please help or dont give negative feedback . After all we are employees .
We should not leave our collegue at any cost ..... Hope the right person would have understood.

Dear Mr Suresh A,

You are suggesting to leave company A in lurch or to ditch them. What you have suggested is unethical. In the public forum we should give ethical advice. What one does in personal life is that person's personal matter.

Well gentleman there is a difference between negative feedback and unethical advice. If in your dictionary, promoting ethics is negative feedback then god bless you. There is a difference between availing of opportunities and being opportunistic.

I do not know whether you are from HR or not however, if you are from HR then nether you are true to your profession nor to the fraternity.

Lastly, you have advised to ditch someone for the personal gain. You too can be at the receiving end and be prepared if someone ditches you too. Do not grumble that time. Neither you should blame for other side for disregarding their values!

Dinesh Divekar

Dear Dinesh,

There is beautiful quote Don't love your company. Instead love your job whom no when company stop loving you. Said by famous Indian businesses man . coming to your point look currently he is need job to run his family . we all human we do mistake but when opportunity comes twice we should go for it . Instead we should not thing its right or wrong unless its harmless others financial or his carrier. Many company remove there employee in 1 day do they think its right or wrong they do for there personal benefit. So what i adviced is nothing wrong... You questioned about my professional i like say that 1st i am human being & then HR.. By doing one wrong thing if it benefit 100 people then it is not wrong. This u can understand when you think for solution of issue as human rather than your profession.

Dear Mr. A. Suresh,
Every situation has three possible options . 1st one is yours, 2nd one is mine and 3rd one is the right one. I don't want to go in depth and also agree with you to some extent. The only thing i don't agree with the reason he state for leaving the job.

I think in this forum we are to focus on the question, instead of reacting to one another we should just decide to answer the question or refuse to answer. Every one has a right to have his own views. Moral values also differ. I am not judging anybody here.
When we look at the issue from the point of view of HR of company A, the views of Dinesh is perfect. But when we see it from an employee's perspective, which is also required because we are here to sort out issues and make open the ways to find a solution for his issues also, the advise given by Suresh cannot be ignored. It is true that it takes a lot of strain and time to recruit an employee but it equally important that cost to company will be high if we have to lose an employee after say six months either by way of resignation or if we wanted to terminate the guy for any reason including poor performance. The very significance of probation is that this is the period during which we, the HR and the employee, can decide whether this organisation is our cup of coffee or not. Certainly, if we compel this employee and he stays back and does not contribute or comes late every day, then it will become a problem for us and then it will be the same HR who had recruited the employee who should terminate him. Since the employee has accepted that he could not make the right decision, we should allow him to leave, just thinking that if he leaves just before his probation is about to expire, the loss will be more.

All employment contracts are valid contracts but are in favour of employees. Therefore, the decision is to be taken mainly by the employee and not by the employer. Yes, if the employer has suffered a loss due to this, he can claim reasonable compensation. In the absence of any quantifiable compensation, you can just ignore it.


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