THE NOTICE PERIOD
stands that it adds to his own good qualities.”
Muralidharan says that once an employee resigns, organisations as a rule do not expect him to give 60% to 70% to the job. “A good professional should set an example within the team by giving 200% to the job.”
Experts are of the view that employees should not feel upset or cut off from the team even if they are excluded from important decision-making processes.
Rajiv Burman, who held senior positions in several companies such as Pepsi Foods Ltd, Escotel Mobile Services, Tata Teleservices etc before starting an executive search and selection firm, Lighthouse Partners, says, “Candidates do not expect to be treated as they were prior to their resignation. Despite that, most candidates will want to leave on a good note with their reputations intact.”
Many experts defend the policy of organisations to exclude employees serving their notice period from important meetings as they feel it could result in the information being leaked.
“There have been a lot of cases of employees passing on important information to competitive companies. Instead of a definite relieving time period, exit should be as early as possible,” says Udit Mittal, managing director, Unison International, an HR consulting firm.
“During the transition period, an employee is neither a part of the company nor has any interest in the long-term position of the organisation. Hence, involving them in crucial matters is futile,” says Sinha.
According to Nilanjana Som Bhowmick, executive director, Consus iTechnologies, employees distance themselves from their organisations as they are joining another company and may not have the same level of interest in the growth of the current company. “So there is nothing wrong in keeping them away from making crucial decisions on behalf of their current company as being a part of the decision-making won’t make much difference to them.”
The issue also gains importance in the case of a negative employee- employer relationship.