Balanced Separation Policy
1 Trends in separation with the Organization: When some staff/technican/manager applies for a long leave , the first doubts comes in mind if he is searching for a job. It is because most staff leave without notice or run it concurrently with the leave period and they have a calculated move. It may be that they want to foretaste the other side before they formally move to a new company.
2 Common Reasons for an Ugly / deceptive seperation of employees
HR department of many companies also don't treat separations as healthy thing for both the organization and the person. As such, if the company treats those who give notice as a traitor, then the others will learn and just walk out. The HR dept tries to make a stringent policy of separation but not realizing that anyone also who is moving to another job for a higher salary may even leave and you cannot withhold him or her when he/she has committed himself on the other side.
However majority move without notice because they know they will be harassed, treated as outcast /traitors and also they will never give the full and final payment as HR calls the shots . ( There are many whose full and final payments are never fulfilled in time but at whims and mercy of HR department, it is a fact as we keep getting calls of so many Exemployees is available )
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3 Responsibility of senior management That is why the senior management has to cultivate healthy separation policy/procedures which the employee doesn't fill disadvantage and walk out without notice to the disadvantage of the employer and HR left running to replace.
With a friendly and balance HR separation policy , An employee will be bound (by his conscience) if the atmosphere of work make him take ownership and identifies with it. That kind of a person can give notice and hand over well. So it zeros down on our management styles on how we treat our own employee who are also leaving.
4 Recommended Soloution.
(a) Stage One: 30 days notice period for all junior employees and flexible one above 30 days to 90 days for senior management as we all know senior/middle management also owes a responsibility to the organization.
(b) Stage two: Stay interview where the employee reasons for separation are sought. It may be that a very good employee has decided to leave on ego problem or misunderstanding with his superior who never meant it. Such stay interviews will clear lot of misgiving and also bring out any evidence of a senior manager trying to witch hunt so many employee without any reasons and not making amends by a pat later.
(c) Stage Three: Process of separation policy with HR and employee each having a contract between each other to follow a smooth and clean transition. The HR will have a contract that employee will leave like a good employee with all formalities completed. The employee will have assurance via an exit contract that HR will not harass him on full and final payments etc. Keeping HR out of accountability preview is unthinkable as they are not above rules.
(d) Stage Four/Stage Five: Once all formalities are over an exit interview is done with all proper handing taking over .
(e) Stage Six: Experience certificate is given to an employee in the exit interview . Any additional information is also provided and the speration is done in a friendly send off.
A detailed Standard operating Procedure is under draft by me, will post it on my personal blog also
