An exit interview and an employment ending checklist are useful even when an employee resigns - for all of the right reasons. We recently had an employee resign to follow his spouse to another state; she had obtained an exceptional opportunity essential for her career.
Like most of our employees who, except for personal circumstances, would choose to stay in our employ, he asked about telecommuting. Sometimes, it's an option, depending on the employee and the job he does in the company.
In this case, as is the problem with many, the key requirements of the job were performed on site. Sometimes, it's tempting, especially when you like and feel positive regard for the employee, to reorganize, reassign, and reconsider job responsibilities. Think twice, or even three times before you make this decision. You hired the employee and defined his or her job to meet the needs of your company.
Despite how well you regard the employee, the company's needs remain your only decision factor. And, in most cases, you need the employee onsite - at least part of the time. So, remote employment is not an option. Consequently, when an employee notifies you that he or she wishes to terminate employment with your company, you will want to ask for a resignation letter.
The resignation letter provides you with an official document for the employee's personnel file that demonstrates the employment ending was employee initiated. Here is a sample resignation letter. Find out more about how to handle an employee's resignation. Even with an employee you value who resigns, be sure to use your employment ending checklist to tie up all loose ends. An exit interview will give you useful information for workplace improvement for your remaining employees.
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