QUESTION: I have resigned, but my manager is Creating trouble In relieving me.
FACT: Your manager might be trying out various options in order to retain you or hire your replacement, but in the end, he will follow the company guideline.
It is not ruled out that one can have a bad manager. Having said that, iet us look at a situation where it appears that the manager is creating problems in letting someone leave the team. it could well be that the person is a- critical resource and the manager is working with his superior and HR to find ways to retain him. This will take time, as will hiring a replacement or getting someone transferred from another team. Sometimes, the person who wants to -leave is. confused because the manager might have provided him with a few options to consider before taking up the new job. This will also delay the process of relieving the person. And if a person is in a hurry and does not want to serve the full-notice period, this will lead to complications in working out a mutually acceptable timeline. It might also happen that there are certain clauses in the employment letter, and HR and Finance are working out the implications of those clauses.
It is better that the manager provides transparency so that the person knows the correct status. Sometimes, the manager is evaluated against his team’s strength (especially in a service company), and this makes it difficult for him to let someone go. But all said, the manager should act professionally. The employee should also be clear in his communication to enable the manager to proceed as quickly. as possible. Any request or specific situation of the employee, which deviates from the norm, will take time, and so he has to be patient. The outcome of a non-standard request might or might not be in the employee’s favor and so should be explained in detail.
A good manager will try his best to retain good people. In that sort of a situation, the employee who wants to leave might feel stressed as he has to go through the exercise of meeting with multiple people, who will try to convince him to stay. But all along, the manager should keep his communication lines open so that the employee is relieved of tension. Finally, if the employee has made up his mind to leave, it’s in the company’s best interest to relieve the person graciously, as he might also well become the best ambassador for the company in the future,
WHAT CAN YOU DO AS THE EMPLOYEE? You should understand that your manager has a responsibility to achieve team goals and therefore, every effort will be made him to retain you or find a suitable replacement. If you have delayed in making up your mind, then you should not count that period as part of the notice, as the manager will have been waiting for your final response. Whatever the reason—whether you are leaving on your own or being forced to leave—do not burn any bridges. There might be a few tense moments and many more discussions with the management and HR, but it should add to your experience rather than make you -feel anxious about not being relieved on time, No good company will go against the appointment letter, which was mutually agreed upon, signed and executed. Any exception to this will, of course, be discussed.
WHAT CAN YOU DO AS THE MANAGER? Any employee leaving a company is an ambassador for that company regardless of the reason for leaving. You should treat him with the utmost care, maintain confidentiality, and ensure a smooth exit. If the situation is taking more time than usual, be transparent with the employee. Regardless of your efforts to retain the person, he might leave. If that happens, avoid making any loose comments which could impact the relationship.
