Wednesday, October 23, 2019

Notice Period? Make a Graceful Exit Because Paths Will Cross Again!

When an employee plans to leave an organisation, he or she needs to serve a notice period, the duration of which depends on the joining norms and conditions of the company. Typically, the length of a notice period varies from one company to another, and it?s from fifteen days to three months and even more than that in some cases.

The purpose of the notice period is to ensure the smooth handing over of the responsibility from an outgoing employee to the one who takes him over.  Often employees? professional output suffer during notice period because they are either excited about their new job or emotionally upset about leaving their current job depending on the fact that whether they have resigned themselves or asked to go by the organisation. In either case, a good employee keeps his professional spirit high and tries and maintains an excellent personal relationship with his seniors which helps a smooth transition or exit. 

Don?t lose your motivation

During the notice period, employees take their current job for granted as they feel that their association with the current organisation is only for a brief period. They start skipping meetings, ignoring deadlines and commitments. This doesn?t augur well for the future relationship and reputation of an employee. A good employee shows the strength of a personal character, and despite feeling de-motivated in his current profile, he lives up to the expectations of his seniors. Some HR experts believe that employees should show maximum productivity when they decide to part ways with the organisation. This negates a feeling of alienation among seniors and colleagues and brings positivity at the workplace.

If an employee starts skipping his responsibilities, his colleagues have to do his share of work which brings a sense of animosity in the professional environment. Maintaining a good relationship with colleagues along with meeting your deliverables is very important.

Make it a positive experience??
It is often witnessed that when an employee resigns from the organisation, the employers don?t take it in a positive spirit and create unnecessary hurdles in the way of his exit. Similarly, when an organisation asks an employee to leave, he or she becomes disloyal which reflect in his behaviour during the notice period.

Both the situation is unpleasant, and it should not happen. As far as an employee is concerned, he or she should not react in a manner which might hurt his future growth prospects.

After all, positive references matter a lot in the professional word, and the only way to maintain is to keep your relationship positive with your colleagues and seniors. The professional world is so unpredictable that an outgoing employee may find his or her colleague in a leadership position in other organisation in future. Hence, one should make leaving the organisation a positive experience for everyone as it always pays.

Fulfill all the formalities gracefully

While leaving the organisation, the notice period also meant to fulfil a lot of formal and informal works which is necessary as a part of professional commitments. For instance, an outgoing employee has to give an exit interview in which he is supposed, to sum up, his experience of working in the organisation. One should be courteous in the exit interview and show gratitude to the organisation.  Similarly, payslips, appreciation letters, and other necessary documents should be collected as once the employee exits the organisation, it becomes difficult to track all these things.

An employee should set an example of commitment and dedication for the organisation during the notice period rather than treating it as a paid vacation. It shows the strength of a personal character and helps make a smooth exit.

Jappreet Sethi
I am a HR & Business Strategy professional with experience of leading HR & People Consulting practice of multinational professional services firms. I specialize in designing & delivering dynamic learning experiences in service of human development. I have over a decade of experience across various facets of HR and Process Consulting. I am a Six-Sigma Black Belt along with a certification in using Lean for process improvement. I am also a certified user for psychometric instruments like MBTI, FIRO, CPI & Saville Consulting Suite; I am among the few in India who specialize in using Art and Drama for Leadership Development and Personal Counseling. I have been rated twice as one of the Top 100 employee engagement experts in the world by a New York Times bestselling author.

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