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Problem Manager Resigned
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Problem Manager Resigned
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
This is a continuation of another post of mine. So my problem manager has resigned and gave several weeks of notice. All of his responsibilities have been delegated and we are in transition mode to wo
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Forums » Topic Forums » General Forum » Problem Manager Resigned
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Problem Manager Resigned
posted at 2/6/2013 5:55 PM EST
on Workforce Management
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Posts: 8
First: 1/27/2013 Last: 2/8/2013 |
This is a continuation of another post of mine. So my problem manager has resigned and gave several weeks of notice. All of his responsibilities have been delegated and we are in transition mode to work with his direct reports. I can see improvement already. We have a list of action items from the staff and prioritizing. While he is slightly disruption to the staff, I have decided to keep the manager until his final day. Do you think this is a good idea? Frankly, I have a reputation of releasing staff within days of resigning. He could be playing the odds of this happening and could approach me to leave sooner. Did I miss the boat on negotiating his last day? |
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Re: Problem Manager Resigned
posted at 2/7/2013 11:55 AM EST
on Workforce Management
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Posts: 144
First: 9/21/2011 Last: 2/8/2013 |
How far out was his notice? What state are you in again? |
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Re: Problem Manager Resigned
posted at 2/8/2013 7:48 PM EST
on Workforce Management
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Posts: 8
First: 1/27/2013 Last: 2/8/2013 |
RRUPERT - you are awesome....would send you a more personal note of thanks but I am not sure how to do just that to you in here!!!! I am considering cutting him loose next week as he is not needed any longer and is so very bitter. We have moved forward as a Team and everyone is slowly getting on board. We have a plan to complete all the re-training, clear communication over the next so many weeks and I am highly pleased how everything is working out. I am beyond thrilled at the moment and in time my plan is to get everyone else in the same frame of mind. I was shown this video the other day and wondering if business appropriate for my Team. http://www.youtube.com/watch?v=l-gQLqv9f4o Let's take the path to awesome!!! Time to do the dance. Thanks Again!! |
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Re: Problem Manager Resigned
posted at 2/11/2013 10:37 AM EST
on Workforce Management
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Posts: 29
First: 11/3/2011 Last: 2/11/2013 |
Last week I attended employment confernce put on by our state workforce commission and they actually addressed this topic. Their take on it was that you can release an employee who has given notice anytime within two weeks. "Paying out " the notice isn't required (in TX) but is a common policy with many companies. Their caution was that releasing an employee outside the two week window would turn a resignation into a termination, and qualify them for UE. If your employee does indeed have another job, this shouldn't be an issue. |
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Re: Problem Manager Resigned
posted at 2/11/2013 11:54 AM EST
on Workforce Management
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Posts: 174
First: 9/20/2011 Last: 2/11/2013 |
In Response to Re: Problem Manager Resigned: Last week I attended employment confernce put on by our state workforce commission and they actually addressed this topic. Their take on it was that you can release an employee who has given notice anytime within two weeks. "Paying out " the notice isn't required (in TX) but is a common policy with many companies. Their caution was that releasing an employee outside the two week window would turn a resignation into a termination, and qualify them for UE. If your employee does indeed have another job, this shouldn't be an issue. Posted by lda Lets not forget that cutting the pay off early, after giving notice, makes an impression with the remaining staff. Is that the approach you want them to remember? It might stop them from giving you 2 weeks notice if they are afraid you will retaliate..................... |
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Re: Problem Manager Resigned
posted at 2/11/2013 2:34 PM EST
on Workforce Management
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Posts: 173
First: 9/29/2011 Last: 2/11/2013 |
I agree with howard. I'm going to disagree to a certain extent with rrupert. In some states, accepting a notice with a certain date changes an at-will employment relationship to a fixed length contractual relationship. You could wind up owing your ex-employee wages for that period of time, worked or not, if you accept and agree to a notice period. So my recommendation is to only accept notice periods of 2 weeks or less. It would be your option to have the person work the two weeks or not - I typically select the "not" option to keep the soon-to-be-ex employee from a) spreading around how wonderful the new organization he/she is going to will be, and b) because the departing employee's productivity is going to take a very steep nosedive anyway. Cut the cord and show 'em the door. |
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