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Whether changing aspirations, a geographical move, a lifestyle alteration or simply a diﬀerence of opinions, a resignation is a disappointing but natural part of business life. This short article will discuss how best to deal with departing staﬀ, protect the business, and leave a positive lasting impression on staﬀ.
A resignation, if laden with undertones of anger or bad taste, should be addressed properly to ensure this staﬀ member doesn’t feel the need to raise a grievance on their departure. This acts as a safety net for potential actions that may be brought as a result of actions within an Organisation that have led to a staﬀ member’s resignation.
Positive Resignation Process
In addition all resignations should be dealt with positively, which although is a seemingly a bitter pill to swallow, it can help avoid unnecessary repetitional damage both internally and externally whilst the staﬀ member works their notice and post departure.
Resignations should be accepted formally in writing from the employee. This ensures that they are fully aware it has been communicated eﬀectively and that any procedures that need to be carried out prior to departure can be completed.
In a nutshell, dealing with resignations should be done tactfully and clearly. This allows both parties to be clear in how they proceed through the notice period and post eﬀective date of termination.
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Areas we can help
Access To Medical Reports Act Of 1988
Agency Workers Regulations
Breaks At Work
Childcare / Time Off For Dependants
Sick Leave Entitlement
Stress In The Workplace
Unfair Dismissal Qualifying Period
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