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Old Employee Posioning Well
Training & Organizational Development
Old Employee Posioning Well
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In fact this is quite common in organisation. Not to worry so much. However it will be more advisable to say thank you to the old staff, get him/her to list down the job responsibilities and processes
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Forums » Topic Forums » Training & Organizational Development » Old Employee Posioning Well
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Old Employee Posioning Well
posted at 7/24/2001 1:59 PM EDT
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Posts: 1
First: 7/24/2001 Last: 7/24/2001 |
In fact this is quite common in organisation. Not to worry so much. However it will be more advisable to say thank you to the old staff, get him/her to list down the job responsibilities and processes then have him/her left the company immediately.
Just some advice: In the first place the company should have a buddy system, such that there should be someone who knows the job of the old employee too. Thus without him/her, at least there is someone to handover. Secondly we always have our employee to put down their work process/procedure so that whenever they are not around, if there is any urgency anyone can take up easily. Thirdly having regular meeting to update one another the progress of individual work. Not only promote ownership, sharing of knowledge but also enabling one another to give advise. |
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Old Employee Posioning Well
posted at 7/25/2001 7:05 AM EDT
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Posts: 15
First: 6/15/1999 Last: 7/1/2003 |
Suggestion: Offer your departing employee a separation payment (equal to some portion of her salary) in exchange for training her replacement with the condition that she is professional and doesn't diparage the company, employees, officers, etc. This of course should be in the form of an agreement that both parties agree to. |
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Old Employee Posioning Well
posted at 7/26/2001 2:01 AM EDT
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Posts: 1
First: 7/26/2001 Last: 7/26/2001 |
I believe "wramirez" offers a sound suggestion. If you do not have a current employee that is crossed trained in this position that could train the new employee, then you as the supervisor, you should do this. I think it would be a fabulous way to begin a positive and supportive connection with your new employee. I have done this and it is quite rewarding to be personally involved.
Lastly, to avoid this bind in the future, consider cross training. Good Luck! |
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Old Employee Posioning Well
posted at 7/27/2001 8:55 AM EDT
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Posts: 3
First: 7/27/2001 Last: 7/27/2001 |
Aside from natural chemical imbalances or situationally induced depression (family losses, etc.), an older employee's depression and attitude, in the current high stress work environments of this era, are often related to feelings of lack of control in their job, employers' general disrespect for their abilities and experience, and feelings of failure often induced by the critical reviews stemming from a company's unrealistic expectations of employees.
While, cross training of employees is of paramount importance, especially in non-expempt positions where daily tasks are repetitive and detail and process oriented, it allows employees to understand how various positions relate to and are dependent upon other positions. It gives employees a break from the tedium and boredom that come from these types of jobs, enhances their job satisfaction, and, by having other employees to fill in during absences, alleviates some of the stresses that come from the frustrations when key employees are absent and goals/deliveries are delayed, etc. These are the very issues that frequently create job dissatisfactions and frustrations that lead to employees becoming disgruntled and depressed in the first place. I also agree whole heartedly that a supervisor's knowledge of those positions is critical. A supervisor working directly with and training a new, employee enhances that relationship and gives both a chance to know each other and each ther's expectation of the job. It also, most importantly, reconnects a supervisor to direct knowledge of the processes, problems and time frames needed for their employees to complete these tasks. A supervisor's disconnect from these processes and problems can often lead to unrealistic expectations, poor decision making by supervisors regarding completion dates, interdepartmental relationships, safety, etc., creating the very emotional problems that cause many employees to stress out and become "disgruntled." We, as managers, must always be good listeners and engage our employees in decision making, and respect and reward their talents and creativity. Nothing is more important. Remembering this may keep us from getting into the "old employee poisoning the well" situations to begin with. Remember, these are "from the top down" issues that make or break a company. It may also make or break otherwise good employees. Our employees do not operate in a vacuum. We're in their with them and we must take our own "inventory", too. We must never succumb to the "we create the jobs" mentality. If it wasn't for our employees, we'd never make it, either. Good Luck, all. L. Moyer |
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Old Employee Posioning Well
posted at 7/30/2001 9:03 PM EDT
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Posts: 1
First: 7/30/2001 Last: 7/30/2001 |
I quite agree with 'peggytan'. An employee who is in a job long enough, eventually develops a sense of ownership of the job he is doing, which over a period of time becomes an obsession,as the person tends to associate it with the false sense of power and authority. Thus it is not quite easy for the outgoing employee to let go and teach all the tricks of the trade to the newcomer. It is quite possible, no matter how much we as managers try, that important information is held back, the newcomer is asked to find his own way and worst of all, the not so good things about the company, which the employee has learnt either with experience or as a matter of perception, are transferred to the newcomer and the poor fellow is already scared, sceptical and nervous about his future. These one must expect as a part of human nature, since no one likes to be out of power, and tries his level best to maintain it in some form or the other.
In order to avoid these things from happening, it is important that we as managers have the complete knowledge of the practices and procedures, so that we can personally hand hold the new guy. There is nothing better than the personal touch. Moreover, as suggested it is important that all the process are documented which makes the transition far more simpler. Finally the most important, release the employee as soon as possible, or if he is serving his notice period, get the new person on board only after he has gone to avoid any unpleasantries. Aparna |
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