It is always unfortunate to see employees from your company resign. But it is a fact that there are always people on the move.
The process usually starts with the HR department receiving the resignation from either the employee or the employee’s department, an exit interview is scheduled (sometimes its a 360 exit interview) -I will talk about the exit interview in more details in the future-, afterwords, the recruitment department hands the file to the employee relations where the employee will have to finish an exit check list then he can get his clearance papers from the company, this is mainly how it goes, very clear and simple. But there are things to consider about resignations, I will need to split the article into two sides:
- The HR Department:
HR should always try to understand the reasons behind the resignations in the company, as it is HR’s responsibility to resolve any issues, and suggest any improvements that can be done.
An HR professional should try to get the employee to open up, and really explain why the employee came to this conclusion, it is almost impossible that there is only one reason for leaving, personal and/or family reasons are 99% not true -especially in Saudi Arabia-, better salary/position/benefits can be the main reason, but usually there are underlining causes that made the employee start the search for a better job. Employees are usually hesitant to communicate their issues to the HR department, especially in the exit interview, under the fear of not receiving the clearance. The HR professional should make the employee at ease and clearly explain that no delay will occur due to the statements in the exit interview and get as much information as possible.
After the employee leaves the company, the HR department should always analyze the data given in the exit interview, and if there are any repeated occurrence on a certain subject, HR should raise to the senior management along with suggestions to resolve the issues. Issues include but are not limited to:
- Better basic salary
- Lack of Career & Development Program in the company
- No job security in the company
- Inappropriate Management by Supervisor
- No positive work environment in the department
- Looking for new challenges
- Personal Reasons
- Family Reasons
In the future I will go in some details on the above.
- The Resigning Employee:
I just wanted to give some points that came across my table:
Resigning employees might use this opportunity to be completely honest with their employers, but there are etiquettes they need to remember, firing out criticism against colleagues/managers/the corporation is not a good way to go, neither is shouting, or any type of anger or abuse. Employees should use this opportunity to be completely honest with their employers in a tactful and polite way, giving constructive criticism might be a good way to go, also if there is a matter that made the decision an employee should ALWAYS say it, the HR department can’t see behind walls and are always available to help rectify any issues.
Others, however, might be less forward, the HR professional will try different ways to tackle this situation, I urge those types of employees to open up and speak up about any and all situations that made the employee opt for leaving the company.
At the end of this article, I would like to conclude with Thaddeus McCotter’s resignation. “This past nightmarish month and a half have, for the first time, severed the necessary harmony between the needs of my constituency and of my family. As this harmony is required to serve, its absence requires I leave. The recent event’s totality of calumnies, indignities and deceits have weighed most heavily upon my family. Thus, acutely aware one cannot rebuild their hearth of home amongst the ruins of their U.S. House office, for the sake of my loved ones I must “strike another match, go start anew” by embracing the promotion back from public servant to sovereign citizen.“, it could be the vocabulary used or me picturing the attitude when he wrote this resignation, but for some reason I like it.