Hi all
Much has been said in the thread.
I understand that most of you are unhapppy with the way an exiting employee is treated (especially with regards to the final settlement of the employee). I also understand that we as the HR fraternity do not want to be branded as the tough nuts for the organization.
However, I'd like all of you to think about one thing. Have you resigned from a job & have been treated unpleasantly? Most of us would reply in the positive for this. So the next thing we got to do...is put down our thoughts on what was it that hurt us teh most? once we have an answer to this, we should work towards not letting employees from within our organization undergo the same difficulties when they quit.
I do understand that we cannot hold exiting employees to their money, we can definitely get the finance, payroll or any other team to agree on a workable date & get them to meet the date to credit the F&F. In the mean time, it is up to us as the HR fraternity to communicate with the exiting employee. I have come across a lot of situations where a simple call telling the employee where the settlement is held up really works. They definitely appreciate the fact that someone is concerned. The key is communicate with the employee.
I am speaking here out of the experience of having led the HR team for a BPO. I have handled smooth exits of employees starting TM level to senior VP level employees. I should mention here that at all levels employees are reasonable human beings who would like reasoning than giving lame excuses. State the facts & they are more than willing to wait.
Much has been said in the thread.
I understand that most of you are unhapppy with the way an exiting employee is treated (especially with regards to the final settlement of the employee). I also understand that we as the HR fraternity do not want to be branded as the tough nuts for the organization.
However, I'd like all of you to think about one thing. Have you resigned from a job & have been treated unpleasantly? Most of us would reply in the positive for this. So the next thing we got to do...is put down our thoughts on what was it that hurt us teh most? once we have an answer to this, we should work towards not letting employees from within our organization undergo the same difficulties when they quit.
I do understand that we cannot hold exiting employees to their money, we can definitely get the finance, payroll or any other team to agree on a workable date & get them to meet the date to credit the F&F. In the mean time, it is up to us as the HR fraternity to communicate with the exiting employee. I have come across a lot of situations where a simple call telling the employee where the settlement is held up really works. They definitely appreciate the fact that someone is concerned. The key is communicate with the employee.
I am speaking here out of the experience of having led the HR team for a BPO. I have handled smooth exits of employees starting TM level to senior VP level employees. I should mention here that at all levels employees are reasonable human beings who would like reasoning than giving lame excuses. State the facts & they are more than willing to wait.