PR discussions: Re: [prpoint] Dignity in resignation

Dear friends,

I would like to post this message, which was forwarded by someone which is relevant to the topic thats being discussed.

**FWD Mail**

Every company faces the problem of people leaving the company for better pay or profile.

Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.

He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.

Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.

Last week, less than eight months after he joined, Mark walked out of the job.

Why did this talented employee leave ?

Arun quit for the same reason that drives many good people away.

The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:

If you're losing good people, look to their immediate boss ..Immediate boss is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.

"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.

Mostly manager drives people away?

HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.

When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."

Different managers can stress out employees in different ways – by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit – often over a trivial issue.

**End of mess**

On Mon, Feb 15, 2010 at 9:15 PM, Narendran A <naren_vna@yahoo.com> wrote:

Dear Friends

VJ sir is right in this issue. When i left a PR agency with due notice, the agency did not give me work expereince certificate or releiving order. Even iN IT companies i have seen people putting in their papers after they receive salaries or else at times salaries are put on hold citing various reasons.

but yes, if the boss has good understanding with his colleagues, employee will definately inform and move.

best regards

Narren

From: V Jagannathan <v_jagannathan@yahoo.com>
To: prpoint@yahoogroups.com
Sent: Mon, February 15, 2010 7:50:54 PM

Subject: Re: [prpoint] Dignity in resignation

Hello,

If the employer relieves an employee gracefully without putting any hurdles then the employee will also reciprocate. The primary responsibility for a responsible behaviour lies with the employer and the culture that prevails in a company.

If I have the confidence that my employer would allow me to go peacefully then I will inform other members about servicing the accounts that I handle and other things.

Then the parting will be like a family member going away to a different city after giving necessary instructions, information etc.

On the other hand if an employer cites the rule book, puts hurdles, retains amount due to an employee (all these are common) or even try to scuttle his opportunity in the other company then the employer does not deserve any sympathy.

It should be noted that people leave their bosses and not the company.

It will be interesting to know how many of the corp.comm.managers hire a PR agency that employed him/her earlier as the company's PR agency.

Regards

Jagannathan

--- On Mon, 2/15/10, BNK 24x7 <mailbnk@gmail. com> wrote:

From: BNK 24x7 <mailbnk@gmail. com>
Subject: [prpoint] Dignity in resignation
To: "Prpoint Group" <prpoint@yahoogroups .com>
Date: Monday, February 15, 2010, 7:18 PM

Dignity in resignation

Of late I have come across some cases of PR professionals kicking the jobs with the least sense of responsibility, leave aside the basic courtesy of maintaining communication with their own teams.

We are in the business of communication and our immediate colleagues ought to know about our moves since they look upon to the leaders for guidance.

Then, we also owe it to our clients to inform them of our moves, particularly when we work in agencies or consultancies.
I would not like to take any names here since my aim is not to do mudslinging.
But, my questions to the forum are:

Is it right to quit a PR job in a mighty hurry, without even properly handing over the charge?

Does it not cause dent to our image if we indulge in such an irresponsible behaviour?

I sincerely invite members to share their opinions.
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BNK 24x7
Call: CDMA: 93210 48332 93210 48332
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B N Kumar
CEO
Concept PR - Winner of "Agency of the Year 2007" award from PR Council of India
============ ========

Dear

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Satish Nagaraji
can reach me...
Audibly at: +91 9313913309 and +91 98841 72240
Digitally at: satishn.mail@gmail.com
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