Termination Resignation
Ravinder Bhan
Management Consultant | 35 Yrs Corporate | Across 6 countries | CEO Turned Farmer | Curating Memorable Experiences| Building Your Life Style Assets | Pro bono advisor to the needy employees and entrepreneurs|
#HR4R
Every #employment letter has a #termination clause which gives either party a right to end the employment.
Now what happens on the ground is this.
Situation One: Employer wants to terminate.
In this case an endless hours of internal meetings are held at the end of which it is concluded that " we will not issue the termination, let him/ her give a #resignation." [ This is mostly because of the "loag kya kahenge" syndrome] And someone from #HR or reporting #boss is given the task of "securing a resignation." What happens after that does not merit mention here.
Situation Two: Employee wants to leave.
Here you have two types.
Keep Life Simple
One who gives a one line resignation letter requesting a date of relieving as per the #employment contract. S/he finds no need to explain why I am leaving and all that non required stuff - since the employment #contract clearly spells "without giving any reasons". This type get their #FnF and go about his her new engagement with no good or bad feelings for the past #organization or vice versa .
Let me show you the Mirror
Other type, who will do one of the following:
- Make a ten page sob story blaming everyone from the Janitor to the Chairman for having been ill treated, blah blah, blah. The HR prepares the F&F and finds a replacement. 1 month within joining the new organization - they find the same kind of treatment with a different set of clothes.
- Other will now publish the above letter also on #SocialMedia (since all SM have a free account option) and #tags all people possible. They are very satisfied for having taken #revenge. The post gets a million likes. The person rarely finds another #job even at the competition.
"Partnering to Elevate Your Organization’s Visibility. Content Creator | Influencer |Social media Marketing Expert| Top-100 Thought Leader (2024) | Strategic Communicator"
4 年Personally, I don't like the termination process. And the appointment letter all the clause the company or HR puts, all are in favour of the Company. So, better to resign. Good article Ravinder Bhan
Ex VP- Sourcing and Development at voith hydro and presently associated with Railway coach/bogie manufacturing and special material handling equipment
4 年I think, whether it is termination by employer or willful resignation by employee - both the cases must show respect to each other. Employer should communicate in a professional manner to employee if his/her service is no longer expected and vice versa when an employee leaves, he/she should not bad mouth but professionally communicate employer the reason.
National Secretary, Happiness Mentor, One of the top 1% most viewed @LinkedIn profiles
4 年Simple and straight and informative. Thank you for sharing.? Can we draw a parallel in the last case with some people who raise nepotism issues.... can that we called a anti nepotism warrior or attention seeker..... this clarity is required since a lot of people cant differentiate the two mindset and approach.?? Regards Nilesh
Leadership position in HR
4 年Absolutely. You should always close the loop as seamless as possible. World is round and so are the industry opportunities. Employee- You never know when you need to do a comeback. Employer- You are releasing a Brand Ambassador- Good or Bad , that's for you to decide.