I have heard stories from friends about how some individuals struggle to compartmentalize emotions after they put down their papers. More often than not, these experiences are about the managers they have been reporting to.
You are definitely born under a lucky Star, if your manager accepts the resignation gracefully and everything else follows as you desired however the harsh reality is, some of us are jinxed, just like ‘Superman’.
So it all begins with no action on your application of resignation. Neither acceptance nor rejection, it’s a denial mode. Your attempts to have a conversation about it, turn out futile due to the manager being ‘ overtly busy’.
I am still struggling to comprehend, how can onez resignation lables that person a ‘backstabber’, ‘bitch’, ‘ not a woman’ or can lead to character assassination?. Do we all think that, the ‘exit interviews’ carried out are with any ‘intent’ or just to put that ‘tick’?. We talk about policy level changes to be more inclusive and then tend to discount the potent platform of exit interviews to investigate the plausible discrimination behind resignation. Organisations are running initiatives such as ‘Waapsi’ ( to call back ex employees, mostly women) and at the same time resignations have become BAU (Business As Usual).
Then comes the step of communicating the resignation to the team. The documented policies in most of the organisations clearly articulate the steps involved however why is it that fellow colleagues get to hear about it through grapevine? The overall attitude of the team changes towards the resignee, is it an outcome of the ‘ gossips ‘ the manager of the resignee indulges in within the team??
If the involved parties agree mutually to a last date, the notice period shortfall shouldn’t be recovered from the resignee . The mutual agreement ofcourse takes place based on the major clause of duly signed-off hand-over. However, still the shortfall is recovered from the resignee who gets to know about it in the full and final settlement which they receive post a month or so ( in most organisations) after the last day. You can’t prove your stand because you are left with no formal communications around the agreement. Where does the loyalty of the organisation vanish? Why isn’t the integrity of the managers questioned if they are letting go off resignees before the documented notice period completion? I don’t think that any manager will agree to a last day if there is some dependency left on the resignee.
Do victims of such incidents turn into culprits to seek reveng?? If so, then my humble request to such individuals would be, to invest ‘that’time and energy in improving the process rather than further damaging it. Investing it in changing the mindsets of others for better, than polluting your own.
‘People don’t leave jobs, they leave bad bosses’ is a very unilateral reasoning. Organisations which care for their employees and believe in their fair treatment need to ensure that, divorces are bilateral too.