Company Blog

Voluntary Separation

by Adam Zack — November 9, 2016

The Short-timer Syndrome

A lot of time and thought is spent on counseling, teaching, correcting, reprimanding, warning, suspending and ultimately terminating employees who are not performing as expected. A lot of energy has been focused on correcting bad behavior and how to professionally and legally handle the end of employment for the bad children. But not much has been covered on how to best handle the end of employment for good, and sometimes great, employees who choose to leave your store. Maybe they have a better opportunity somewhere else. Maybe they want a career change. Maybe they inherited some dough from grandma. In any case, many stores just don’t have a clear policy in place for someone who gives their notice to leave. Mostly, a two-week notice is given and accepted. But is it in the best interest of your store to take that notice? If they are leaving for a better opportunity, or maybe to even work for a competitor, should you accept any notice at all or say thanks for your service and good luck. What doesn’t get a lot of thought is the interaction that the departing employee has with his co-workers. Short-timer’s Syndrome is a very real thing, and the amount of output you get, distraction to current employees and potentially negative light that could be cast need to be considered. After all, if someone is leaving for something better, you are not a part of better. And if it’s not better, it’s worse, right? Of course there are many exceptions, many great employees who have served you with honor, dedication, and exceptional service. But when you think about it, it truly is the exception.

A little food for thought for your week.