From a HR and leadership perspective the news and cases are all about what to do – or not do – when an employee exits the organisation.
There is equal mileage to be gained from addressing tips for employees when they leave an organisation.
Fair Work cases can go “either way” when it comes to unfair dismissal claims and typically focus on these key issues
1. Was the decision to terminate employment fair in terms of the action or incident that occurred?
2. Was proper process followed
3. Was the decision to terminate employment based on facts and evidence
When an employee resigns similar thought processes ought to occur. Too many people leave a job with no clear idea of where to go next and often end up in a similar problem situation elsewhere (referred to as jumping out of the fry pan and into the fire)
If employees are considering resigning they should consider:
1. Is the resignation coming from emotion or a considered decision?
2. Is the resignation delivered in a reasonable way (it is a very small world and reputations can be destroyed in a heated resignation)
3. Will the change in employment fir within the overall career/resume plan?
The point this week is that regardless of which side of the equation you are on – employee or employer – ending the employment relationship is not a decision to be made lightly,