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Employee transition
Training & Organizational Development
Employee transition
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I am needing suggestions (possibly readings). I have a ew employee starting shortly. The employee she is replacing has resigned but will be with us for several more weeks in our very crowded offices.
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Forums » Topic Forums » Training & Organizational Development » Employee transition
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Employee transition
posted at 7/19/2001 2:01 PM EDT
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Posts: 136
First: 9/14/1999 Last: 6/29/2004 |
I am needing suggestions (possibly readings). I have a ew employee starting shortly. The employee she is replacing has resigned but will be with us for several more weeks in our very crowded offices. The employee leaving is very negative and usually depressed. We don't know if it is going to be happy/calm person showing up on any day or one who seems very depressed. She need to be involved in the hands on training of the replacement. By the way the current employee quit for a new job which she says will be "less stress." We are concerned with how much time the new and old should be spending together. We are concerned with the old employee "poisoning the well" or making it very difficult for the new one to function. Suggestions? How much time together? We could just pay the employee leaving for several weeks but then we would lose her ability to show the new one the job. Yes it is a high demand psotion but so are most or all of them in the company. We do try to reduce this and we do not hide it from any new hires. The new employee is coming from a company doing similar work. She is coming to us for poromotion and pay raise opportunity. Help. |
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Employee transition
posted at 7/19/2001 6:25 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
This is a tough situation. You need to determine what is most important. If the new employee spends much time with the new hire, there is no doubt that the negative attitude will make a negative impression on the organization. Sometimes it's just better to bite the bullet and start fresh, and with the right attitude. |
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Employee transition
posted at 7/24/2001 1:54 AM EDT
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Posts: 3
First: 7/24/2001 Last: 7/25/2006 |
It appears from your message, that the departing employee's value does not outweigh the negativity she exudes in the workplace.
Let her go, pay out her notice. It is absolutely a management call whether the employee is on premisis. If you company policy won't allow this, work out a telecommuting arrangement for the old employee that will last through her termination date. I am sure she will be happy to leave for less stress. Do not let the well poisioner start the new employee off on the wrong foot. The only concern you might have is "what will everyone else think?" Sounds like they will be glad she is gone, no one like to listen to a complainer and be happy with you management decision. Another little tidbit of advice, do not place a person that is leaving (quitting) on a higher pedestal. They are leaving you!! Welcome the new person and let everyone else know how much you care about those that stay. You owe the person leaving you nothing. |
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Employee transition
posted at 7/24/2001 3:19 AM EDT
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Posts: 7
First: 7/11/2001 Last: 10/27/2004 |
If possible, I would have the transition take place between the departing employee and an employee currently on staff whom you trust and who will not be negatively impacted by the departing employee's attitude. Ask the trusted employee who is learning the tasks to take detailed notes, with the intention of training the new employee when they arrive.
That way, you limit the damage the departing employee can make, give a trusted employee a chance to "shine," and build your knowledge bank by having two people on staff with the knowledge and the added benefit of the documentation. |
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Employee transition
posted at 7/24/2001 4:10 AM EDT
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Posts: 1
First: 7/24/2001 Last: 7/24/2001 |
I think it is the best interest of the company and the people staying with you to let this person go as soon as possible. It will make the transition a bit more difficult but you will see the rest of the staff be more willing to help once the troubled person is gone. Having experienced this a few times I was pleasantly surprised at how willing the other staff members were to jump in and help once they saw that management was not going to be held hostage by a malcontent. You will also improve your position for future transitions by having this group effort now.
Good luck. |
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Employee transition
posted at 7/24/2001 4:16 AM EDT
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Posts: 1
First: 7/24/2001 Last: 7/24/2001 |
The determining factor for me would be this: will the transfer of knowledge be more than offset by the damage done in keeping the "bad apple"? Or is there another member of the organization that can share the necessary information with the newest team member? Usually, it is worth sucking it up and having the rest of the team go the extra mile to train the new person, vs. having the poison apple around for any longer than absolutely necessary. Pay them and bid them well, and send them on to the next "victim". Remember, first impressions last, so that could lead your new person to believe that this is acceptable behavior,since this person is regarded highly enough to conduct the training. Might send the wrong message. |
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Employee transition
posted at 7/24/2001 4:25 AM EDT
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Posts: 3
First: 11/28/2000 Last: 6/24/2003 |
Allow the old employee to leave now. This will force the new employee to dig and question why things were done the way they were. It will present an opportunity to improve processess. If the new employee is unable to do this, then you have learned very quickly that he/she wasn't the right problem solver for the job, |
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Employee transition
posted at 7/24/2001 4:37 AM EDT
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Posts: 4
First: 7/24/2001 Last: 10/11/2007 |
In the long run, I believe you will be better off paying the former employee now and sending him/her home. Your supervisory staff and the other co-workers can assist in training the new employee and then he/she won't pick up bad habits or bad attitudes from the outgoing. If the supervisor for that position isn't able to help train the new employee, you have more problems than you think. |
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Employee transition
posted at 7/24/2001 4:38 AM EDT
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Posts: 2
First: 7/24/2001 Last: 7/24/2001 |
As Moses said to the Pharaoh, "Let my people go!" It may be better to let the "negative" employee go and begin to learn and document the process. This will undoubtedly cause change, but view this as an opportunity to grow. |
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Employee transition
posted at 7/24/2001 5:58 AM EDT
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Posts: 1
First: 7/24/2001 Last: 7/24/2001 |
We had a similar situation at my previous company. The negativity was already affecting current employees within the company. When a new employee begins, positive transitioning (and cultivation) is most important. The last thing you want is for them to have doubts from the offset. If it were me, I would let the negative employee go with pay right away. If you have noticed the negativity, it's very likely everyone else has, too. |
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