A resignation is a paper submitted by the employee to the employer that says, ‘You are not fit for me’. The reasons behind the move may vary, the text may be different, but the message is common, I quit! In the world of professionals, the salary is pocketed in one side and the resignation is kept in the other. In between lays the job satisfaction which has few other parameters associated with it that vary from person to person. So, are the resignations a sticky affair?
In the world of opportunities and competition, employee retention is a tricky and difficult task. Gone are the days when people used to wish to join and retire from the same company. Today the employees are the investment for the company and the company is a market for the employee. If the company doesn’t get good return on the investment or if the employee doesn’t get his due from the company, the seed for the separation starts germinating.
In olden days, an employee tendering resignation was treated as an offender sort and was subjected to awkward looks by the colleagues throughout his notice period. Things have changed drastically now. If ‘X’ departs, the company advertises and gets a ‘Y’ who is equivalent, if not better from ‘X’. HR in companies nowadays are not even bothered of the notice period too. Though in general, the notice period is one to three months, but is convertible to an equivalent amount of money which, if paid enables the relieving of the employee even on the very next day! The sticky turf no longer exists especially with the companies having the professional outlook. Still there are companies especially the government owned with orthodox personnel and administration department where resignations and the associated formalities are still a nightmare for their departing employees. Some companies even isolate the employees during their notice period while other ensures smooth knowledge and job transfer to the next in-line.
Companies with good succession plan, reliable employee-job mapping, visionary HR department and well defined job rotation policies generally handle the resignations with subtle ease with both the company and the employee creating a happy-happy situation which in-turn minimizes the pain of departure and sends a healthy message to everyone. Some companies have the provision of ‘Exit Interview’ but the outcome of it generally remains confined to the HR department and fails to create a considerable impact on the management, it is meant for.