Sign In | Create an Account

What best describes you?

How to handle employee resignation

Veronica C. | July 22, 2012

While a majority of your time is spent seeking out and considering applicants for premium entry level jobs and paid internships at your organization, part of being a hiring manager also involves dealing with employee resignation. Whether it’s because of a new opportunity, following a spouse, needing to be closer to family or less amiable reasons, there are a variety of instances where an employee will need to part ways with your company. Luckily, you can make this transition less stressful and confusion for your office and the individual by adhering to the the following tips.

Two weeks notice
Ideally, an employee will provide you with at least two weeks notice before departing, allowing you some time to prepare for his or her absence. While not all workers on the way out the door will be particularly useful in the final days, trustworthy ones can actually be quite helpful in transferring responsibilities to their replacements. During this period, you should have these people wrapping up final projects, informing clients that they will be leaving and training new employees to take over.

Cutting your losses
While two weeks notice is the ideal employee departure method, you may want to make the decision to cut this term short in order to best serve your office. This is typically necessary when there has been a noticeable disturbance or conflict that has led to the resignation. If this becomes the case with a particular employee, consider cutting your losses and letting him or her go with a final two-week paycheck.

Exit interviews
Though they won’t be helpful for all departing employees, exit interviews can be a helpful way for you to gain valuable feedback about your company from the employee. Here you can learn about areas where your office excels, things that may need improvement and possible suggestions from the employee about how to handle new hires.

Tags: , , , , , ,

Category: Employers

Comments (0)

Trackback URL | Comments RSS Feed

There are no comments yet. Why not be the first to speak your mind.

Comments are closed.