Greetings! I hope
that you all had a positive and productive weekend. Myself, I got my desk cleared for the first
time in what seems like forever. I had a
few things that had piled up since we got the new dog. I finally got that stuff filed away. So today, I want to start talking about
Termination Interviews. I am breaking
this topic into 2 parts. Part one will
be about Termination Interviews for Voluntary Terminations. Another part will look at Involuntary
Terminations. Please feel free to
comment below. Have you ever been
through a Termination Interview? Feel
free to talk about your own experiences.
TERMINATION INTERVIEWS - VOLUNTARY TERMINATIONS
Sometimes an employee chooses to leave. An employee may be excited about leaving his
current position for some other opportunity.
However, before they go, they will typically tell their employer about
it first. This is what is known as
Termination Interview (different from an Exit Interview).
Reasons for Leaving
An employee may choose to leave for a number of
reasons. Some of these may include:
- Another Job: Higher pay/Better benefits
- Another Job: Better Work Environment/More Compatible
- Another Job: Shorter Commute
- Spouse/Child: A relative is moving them to another area
- Spouse/Child: Need time/space to care for a relative
- Self-Employment: A decision a start own business
- Retirement: Taking a break from work
- Education: Deciding to go to school full-time
About the Interview
This interview does not usually involve HR directly unless the departing employee is part of the Human Resources department. This is typically an employee initiated interview that takes
place between the worker and their immediate supervisor. This is where they announce their intentions
to move on. Depending on the company
policy, you may try to change their mind by reminding them of all of the
positive benefits of working in their current position. The employee will most likely provide some of
the reasons behind their decision to leave.
Be sure to really listen and take good notes. Do not interrupt. Do not become defensive. Do not become offensive. This is the time to negotiate for time.
Negotiate for Time
After the employee has made the decision to leave, you can
ask the employee when they intend to leave.
The most common timeframe will be two weeks’ notice but sometimes you
may have a couple of months. If the
notice is short, try to persuade the employee to give you an additional week or
two so a replacement can be trained. The
employee may be willing to give you a little breathing room so that clients,
cases, and assignments can be moved over.
You will probably want to ask the employee to prepare a resignation
letter (if they have not already done so) so you can have an official record of
their decision.
When the interview is over, you will be able to begin
preparations for transition.
And remember all of
you Human Resources professionals: Be
Human... Be a Resource... Be a Resource
for Humans.
Disclaimer: The views
expressed in this post are by the author Trevor Stasik, and do not necessarily
reflect the views of any employer or any other organization. Please note, this
information is based on my understanding and is only to be used for
informational and educational purposes.
Do not take what I am writing as advice.
Seek your own legal counsel and/or see a tax accountant before making
business or personal decisions. The
author of this post makes no representations as to the accuracy or completeness
of any information on this site or found by following any link on this site.
The owner will not be liable for any errors or omissions in this information
nor for the availability of this information. The owner will not be liable for
any losses, injuries, or damages from the display or use of this information.
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