PR discussions: Re: [prpoint] Dignity in resignation

Hi ALL,

As rightly put by Mr.Srinivasan,it is a two-way traffic as we have a giver and a receiver in this situation.The organisational ethics and culture and the tantrums of the immediate boss decides the behaviour of the PR in the process of resignation.....

After all, PR decides on quitting on the belief that he may have better luck next time...

naraynan

On Tue, Feb 16, 2010 at 8:44 AM, Prime Point Srinivasan <prpoint@gmail.com> wrote:

Hi all

BNK has opened up a 'big pandora box'. After reading the debates, we have decided to focus on this theme in our March issue of ezine, comprehensively.

As Jagan and Satish had put it, the employees leave only the bosses and not the company. We had even debated this issue earlier. From my observation, i find two factors for the employee retention.

1. First factor is Organisation culture. To what extent the management is transparent and helpful to promote the career of the employee. This can be provided only by management or employers. Narendran was sharing that he was not even given service certificate when he left the job after serving them for years. The companies which talk high moral ethics, sadly do not follow with their employees.

2. Second factor is the immediate boss. Immediate boss is coming the ranks only. Do the young people, possess enough soft skills and inter personal skills, when they join the company?. Do they have aptitude and attitude? Within three or four years, when they become 'immediate boss', they reflect their personality. They are also responsible for driving their juniors out of the company.

In a way, both employer and employees are responsible for such unfortunate phenomenon. I know many companies, where the employees love to work for many years, with less salary than the market. It is the organisation culture and the the way the immediate bosses behave retain such employees for long and remain more loyal.

I request members to debate further and share their experience. It is a human issue. We need to handle this with all sensitivity.

Srinivasan
Prime Point
91766 50273

On Tue, Feb 16, 2010 at 6:58 AM, Shivshankar Surkund <snsurkund@yahoo.com> wrote:

Hi there,

Exit interviews in India, are rarely heard of. In most organisations, if one resigns, it is considered as 'good riddance'. Particularly if the person is a youngster,well qualified and a 'hinderance or obstacle' to seniors in the promotion ladder.

There are also cases, where 'exit'is used as a tool to get better recognistion. Being in a Public sector Bank for over 3 decades, I have seen different situations. Only in few cases, the top man had a 'chat' with the person who had decided to quit and in most cases there was no objection.

There are also exceptions when the top boss just did not allow the person to go and, as rightly pointed by Narendra, benefits were not settled.

Is it true in Japan, when a employee wants to leave, the employer is keen to know the reason and has an 'exit interview' ?

s.n.surkund

--- On Mon, 2/15/10, Narendran A <naren_vna@yahoo.com> wrote:

From: Narendran A <naren_vna@yahoo.com>

Subject: Re: [prpoint] Dignity in resignation

To: prpoint@yahoogroups.com
Date: Monday, February 15, 2010, 7:45 AM

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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