A resignation is, “the formal act of giving up or quitting one’s office or position gained through election or appointment”.
However leaving a position upon expiration of a term is not considered resigning.
Treatment of Resignation
Employees may resign at any time, provided they give a reasonable notice A resignation occurs when an employee gives his or her employer notice to terminate the contract of employment. The minimum period of notice maybe whatever is customary, the period laid down in the Employment Protection Act, ie one week or the period expressly stated in the contract. The employment agreement should be checked to confirm notice periods and final pay should be calculated.
If the employee gives the required notice, the employer must pay the employee to the end of the notice period, unless the employee is justifiably dismissed during that period.
The employment relationship continues until that date. The employee may be required to work for the full notice period or may be asked to stop coming to work before this date. In either case, the employee should be paid to the end of the notice period; the employee may be able to claim for wages owed.
If the employee leaves work without giving notice, the employer is not required to pay for time beyond the employee’s last actual working day. The employer must not deduct pay in lieu of notice from any amount owed to the employee unless the employee agrees in writing or the employment agreement specifically allows it.
The employer must pay all holiday pay owing to the employee in their final pay.
There is no legal requirement that the resigning employee should tell the employer why he or she is leaving. During the period, the employee remains, as before, under the control of the employer.
Some resignations are disguised dismissals as the employee being allowed to resign as a face saving measure. There is no objection to this if the employee has another job to go to, but if this is not the case, the employee may find it difficulty in obtaining unemployment benefit.
The worker should be warned of this possibility before agreeing to resign. When an employee resigns, it is not only courteous but also necessary for a manager to interview him or her to find out the reason for leaving, although many employees are not frank about their reasons for leaving, they may give information which throws light on employee attitudes and many thus lead to a reduction in labour turnover in future.
Why do employees resign?
Some Famous Resignations
Steve jobs resigned as Apple’s CEO due to health issues
General George Washington resigned his military commission to accept civil office in the newly created American government.
President Richard Nixon [Watergate a political scandal]
Pope Benedict XVI resigned due to old age and ill health.
Industrialist Mr Ratan Tata resigns in 2012
Employee turnover costs firms time and money.
Good managers know very well how expensive employee turnover can be and work diligently to keep those costs at a minimum. It is a fact that not every employee can be retained no matter how fairly they are treated, and some are actually welcome to leave.
Employees resign for a multitude of reasons, but the working conditions and treatment while at the workplace factor into the final decision for a large number of departing staff.
Businesses paying recurring, recruiting and training costs lose profits in the staffing go-round, but making changes, even small ones, makes an impact in retaining employees.
Reasons for employee resignations and suggestions for retaining those valuable players that are hard or impossible to replace.
1] Employees feel underappreciated
Those who leave for this reason are not looking for appreciation every time finish a task but simply need to be reminded from time to time that their contributions are of value to the team.
2] A lack of proper compensation
This one is the most important one and should be addressed even if the company feels it is being fair. It has been observed that companies generous in this area are some of the most successful ones.
3] Insufficient time off
In an attempt to do more with less, some employers saddle their employees with additional workloads to compensate for a leaner staff. Initially this might be true but ultimately results in higher turnover cost and lower production as workers begin to tire of the rigorous schedule forced on them.
4] Change in management
Companies that fail to recognize the impact of this decision risk losing valuable personnel. Taking the time to speak with those most affected is of the utmost importance for keeping morale up and the transition smooth.
5] outdated machinery and equipment
Whether it is warehouse equipment or the office phone system, tools that make life more difficult for those that use them play a major role in employees running for the exit. Continuing to replace these workers may prove more expensive than replacing the tools over the long run.
6] Unrealistic goals
Setting unrealistic goals and quotas will cause breakdown in morale and desire. Eventually the employee will decide to quit.
7] Lack of management support
Managers who are unwilling to support those who depend on them find it difficult to maintain a staff. Righting the legitimate wrongs and putting those issues above their own career goals makes a respected leader.
8] The need to be challenged
Employees challenged with rewarding tasks are the best way to retain them or else they start seeking more challenging positions elsewhere.
9] Work atmosphere
A pleasant work place will generate a positive, cooperative and satisfying atmosphere and helps retaining staff.
10] Future prospects
Frustrated employees will leave the job. A good and attentive management will provide a model for success with the firm. It will nurture those with an eye on future and see their value from a long term perspective.
Employees may be discouraged from resigning also by
1] Allowing Transfers
People resign when supervision styles clash with employee work styles. Business policies permitting staff to transfer to other departments or to other branches of the firm allow the chance to move in the same job to work under a manager with a working style more suited to the worker.
Firms encouraging employees to move laterally into jobs with different duties also help the company retain more senior workers looking for new challenges or different employment surroundings.
Making these two options clear to all staff helps create a cooperative work environment between management and the employees.
2] Educating the Staff
Companies offering work place training opportunities reinforces the companies concern and illustrates the benefits and extra services supplied by the firm.
The non-monetary benefits like health insurance, higher education benefits, etc reminds the staff of the company’s commitment to them.
This helps to improve employee work skills and retail staff.
3] Establish Mentorship
Company mentors are seasoned staff member in mentoring work relationship assumes the responsibility for training and introducing the new staff member to co-workers and offers an accessible source for information about company policies and procedures.
Mentor is the instant friend for workplace bonding. Workplace mentorship is where employees can vent workplace frustrations.
Mentorships help to retain staff when senior workers are transferred.
4] Job Exit Interviews
Exit job interview after receiving a resignation notification helps to identify reasons for the employee’s departure. This interview offers valuable information which helps to avoid further letters of resignations.
This policy for retaining employees is better than repairing damaged workplace relationships after resignation is submitted.
Companies spend a lot of time, energy and money to hire the right people. all these resources are wasted if they cannot retain the people they have invested so much in already.