An award is given to recognize the sterling achievement of an employee and a recognition of his loyalty and continued stay in the company. As there will be equally other people who have delivered quality service, it is only reasonable and the right thing to do to award this to the latter.
Hope this helps.
Neil
From Vietnam, Vinh
3Hope this helps.
Neil
From Vietnam, Vinh
Hi, I would say go with the truth and truth is that person has performed well. He should be awarded as per company policy. Regards Rakesh
From India
From India
I would like to differ slightly from various views. 1) R&R is for recognition, reward and retain the staff. 2) Policies are incomplete in this and that should be rectified and notified 3) The staff leaves an organisation unless for his / her personal issues, due to companies policies and rewards are not satisfactory in comparison to other places where one opt to be joining 4) Many orgnisations take revenge if the real cause is exposed. So whether the employee leaves or not and if his HOD is convinced of him being the best during his work, he should be awarded with the reward. And the company should check with an open mind why he is leaving. Then if the company can absorb him should do so or should allow him to leave peacefully. Finally the company in that case should review their policies and fine tune them to be a best organisation.
Regards
Sasidharan Kunnath
From Philippines, Batangas
Regards
Sasidharan Kunnath
From Philippines, Batangas
I could almost take an headcount on this thread and find the side that is winning!
Its been interesting to note , that even during an R&R, what do we end up valuing , performance or loyalty?
By all means give the award to the deserving employee, irrespective of his tenure in the firm. He might have resigned, but delivered to deserve the award, long before that.
He is your ambassador to the external talent pool. Hence , please do the justice and give him his dues.
Wish you all the best
From India, Mumbai
Its been interesting to note , that even during an R&R, what do we end up valuing , performance or loyalty?
By all means give the award to the deserving employee, irrespective of his tenure in the firm. He might have resigned, but delivered to deserve the award, long before that.
He is your ambassador to the external talent pool. Hence , please do the justice and give him his dues.
Wish you all the best
From India, Mumbai
Well, if you just focused to the company you are working then you can't think of awarding a person who is going to leave even if he did the best of ever job in and for your company. But, if you think genuinely and professionally that if an employee has performed extraordinary and the top performer of the company then you can not hide it form other employees and suppose he has resigned and serving the notice period and just because of that you award someone else. It will sure create a bad image for the company among all the employees including the top performer who deserve the award but not get awarded.
So, better to be broad minded, genuine and award the deserved person. It will sure add positivity to all your employees for the company and the employee who is leaving will sure proud to work for your company and praise it always and remember his / tenure for the company with a good feeling.
From India, Lucknow
So, better to be broad minded, genuine and award the deserved person. It will sure add positivity to all your employees for the company and the employee who is leaving will sure proud to work for your company and praise it always and remember his / tenure for the company with a good feeling.
From India, Lucknow
I second views expressed by Mr. Simhan.
Performance related reward is being given for best performance of the employee. If an employee's performance is rewarding and contributory in nature, he / she should be rewarded as a recognition. It will always be taken positively.
In spite of putting one's resignation and efforts were put to contribute successfully, this particular state of mind is being recognised by the employer. Not that once you put your paper, then starts thinking negatively, spreads unproductive signal all across, etc. is not what is expected from any employee.
Employee will leave organisation as per his / her priorities, but that does not mean his / her contribution should not be recognised. Any logically thinking person will, for sure, appreciate organisation's effort to recognise efforts of its employees whether working continuously or on the verge of leaving organisation.
Suresh
From India, Pune
Performance related reward is being given for best performance of the employee. If an employee's performance is rewarding and contributory in nature, he / she should be rewarded as a recognition. It will always be taken positively.
In spite of putting one's resignation and efforts were put to contribute successfully, this particular state of mind is being recognised by the employer. Not that once you put your paper, then starts thinking negatively, spreads unproductive signal all across, etc. is not what is expected from any employee.
Employee will leave organisation as per his / her priorities, but that does not mean his / her contribution should not be recognised. Any logically thinking person will, for sure, appreciate organisation's effort to recognise efforts of its employees whether working continuously or on the verge of leaving organisation.
Suresh
From India, Pune
Dear Vachna,
You have mentioned in your post that this "Star of the month" award is - "a monthly award that we give the best performer in that department" ,
It makes it clear that the award is meant for the one who has preformed above all in the past month. So as per this criteria only The BEST performer deserves the award, no matter if he/she is leaving the organization or not. Dont we see prestigious awards being given even posthumously?
Dont deprive the outgoing employee of a well deserved award ! As an alternate you can award another consolation prize to the second best performer. This will create a sense of satisfaction & belief in the minds of employees that in no case their performance is going to be deprived of the acclaim & awards that they rightly deserve.
With regards
Samuel C Prasad
You have mentioned in your post that this "Star of the month" award is - "a monthly award that we give the best performer in that department" ,
It makes it clear that the award is meant for the one who has preformed above all in the past month. So as per this criteria only The BEST performer deserves the award, no matter if he/she is leaving the organization or not. Dont we see prestigious awards being given even posthumously?
Dont deprive the outgoing employee of a well deserved award ! As an alternate you can award another consolation prize to the second best performer. This will create a sense of satisfaction & belief in the minds of employees that in no case their performance is going to be deprived of the acclaim & awards that they rightly deserve.
With regards
Samuel C Prasad
This has been a really brain storming subject. Even I had the same doubt now am clear.
The star of the month award/reward is given for the employees performance during that particular month.
Inspite of the employee being in his/her notice period has shown positive results and performed well than others, definitely he/she should be recognised for his performance.
From India, Bangalore
The star of the month award/reward is given for the employees performance during that particular month.
Inspite of the employee being in his/her notice period has shown positive results and performed well than others, definitely he/she should be recognised for his performance.
From India, Bangalore
Hi Vachana,
I totally support the views expressed Sh B.Saikumar. He has nicely explained the implications for debarring the employee for the reasons that he is leaving the company.He must have been nominated for the Star of the month award because he has performed well in that particular month. You should understand that award is linked to one's performance and not to the person. As such he really deserves the Star of the month award irrespective of the fact that he has served notice period on company.
BS Kalsi
Member since Aug 2011
From India, Mumbai
I totally support the views expressed Sh B.Saikumar. He has nicely explained the implications for debarring the employee for the reasons that he is leaving the company.He must have been nominated for the Star of the month award because he has performed well in that particular month. You should understand that award is linked to one's performance and not to the person. As such he really deserves the Star of the month award irrespective of the fact that he has served notice period on company.
BS Kalsi
Member since Aug 2011
From India, Mumbai
Hi Vachana,
I got in a little late, however, I saw and must appreciate the views expressed - both for and against, and it is heartening to note there are more.
I'll add my penny to this thread :
Awards are for Character and Competence, awards are for Performances.
You may have people with Character but not Competence, and vice versa too people with Competence without Character, however both can be good performers, and some my be both Competent and good Characters too.
Now taking this case is which of the Award and Resignation.
Let me link this to Character - the company should have and maintain its Character and reward the employee who has proven his Competence. It is for something the company derived when he/she was there. It's an honor and once bestowed it's not honorable to go back, so the award should be given, if you can do it with more dignity than normal. It'll earn more respect from the one leaving the company and will serve as a booster to the others that "fairness" prevails. Any good will earned is a "bonus" so you must go ahead..
From India, Hyderabad
I got in a little late, however, I saw and must appreciate the views expressed - both for and against, and it is heartening to note there are more.
I'll add my penny to this thread :
Awards are for Character and Competence, awards are for Performances.
You may have people with Character but not Competence, and vice versa too people with Competence without Character, however both can be good performers, and some my be both Competent and good Characters too.
Now taking this case is which of the Award and Resignation.
Let me link this to Character - the company should have and maintain its Character and reward the employee who has proven his Competence. It is for something the company derived when he/she was there. It's an honor and once bestowed it's not honorable to go back, so the award should be given, if you can do it with more dignity than normal. It'll earn more respect from the one leaving the company and will serve as a booster to the others that "fairness" prevails. Any good will earned is a "bonus" so you must go ahead..
From India, Hyderabad
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