|
Search Forums |
Advanced Search |
Go to Page... |
Search this Thread | 67,797 views |
30th March 2010, 14:48 | #16 | ||||
BHPian | Quote:
Quote:
Whether you are looking for a growth opening in another company or for further studies, you can chose to make a clean break by being thoroughly professional. Make it clear to your future employers on your situation with notice periods. Surely people know the status of the projects they are on and whether their PM can relieve them early? Is it that difficult to be honest about your commitments? No PM wants to hold anyone back unnecessarily. Atleast I dont! All i ask for is that adequate time be given for identifying a replacement and for KT. Thats it! Its trickier for client facing resources like TL's but even then the thumb rule is that the project shouldnt suffer. PERIOD. Quote:
Quote:
Being nice doesnt get the job done son! | ||||
() Thanks |
|
30th March 2010, 14:57 | #17 | |
BHPian Join Date: Aug 2007 Location: chennai
Posts: 486
Thanked: 14 Times
| Quote:
What' the comment of the labor court about the employee, since he wants an immediate exit and the status of duties and responsibilities currently held by the employee. | |
() Thanks |
30th March 2010, 17:03 | #18 | ||||
BHPian Join Date: Jun 2005 Location: New Delhi
Posts: 644
Thanked: 134 Times
| Quote:
Quote:
Quote:
Quote:
Thanks for the words of wisdom uncle. May I ask how old are you? I am 32, and WAS a project manager for 6 years. Nitin Last edited by ntomer : 30th March 2010 at 17:15. | ||||
() Thanks |
30th March 2010, 17:04 | #19 | |
Senior - BHPian Join Date: May 2006 Location: Bangalore
Posts: 1,213
Thanked: 2,575 Times
| What others mentioned about reimbursing the buyout amount from the new company is true. Better have a chat with the HR contact of the new company. I didn't have a smooth exit when I quit a leading Indian software services company. The notice period was 3 months and after countless negotiations with the PM and HR they agreed to relieve me after 1.5 months and I had to buyout the remaining 1.5 months. On the final day even at 4 P.M. when I was supposed to get the final finance clearance, no one was clear as to how much buy-out amount I need to pay. Finally I was told that I need to pay the amount in DD right-away in order to get my relieving letter the same day. Thankfully they have and ICICI bank inside the campus and I was able to get the DD in time and get the relieving letter. I believe that this was very unprofessional way of handling exit(s) by this company. Considering that I had given 1.5 months notice, they should have given me at least a couple of days notice to pay the notice buyout amount. Quote:
In my case, even after 1 month, neither was any replacement identified nor any KT started. The PM was just giving excuses that training for the new recruits have to be complete before he can get replacements and stuff, while it was a known fact that there were people sitting idle on bench. And everyday I would hear lectures from him on why I should not leave the company. Last edited by Jaguar : 30th March 2010 at 17:12. | |
() Thanks |
30th March 2010, 17:11 | #20 |
Senior - BHPian | I have learnt few things hard way in my 6 years professional life. Your company really cares a damn when it comes to saving their own A**. In 2009, I had a very good appraisal (B+ grade, A is highest) and after a week, along with 15 other people I was invited in a 2 min call when I came to know we all are fired on that day. It was 16 of us from a staff of around 80. 2 months later another 70 were laid off. Company said according to the letter we are liable to pay 2 months salary, so come after a week and collect the cheque. So it is not at all unprofessional to follow what has been written in the appointment letter. It may seem unprofessional because of the professional commitments but then even giving lay off without any prior notice or some time for the resource to quickly search for a new job is also unprofessional. But no company thinks twice. My company was ok to pay me 2 months salary but was not ok to give make an adjustment in relieving letter so as to avoid any break in career. I am here talking about a leader in NAS and SAS storage company in US with a business over 2 billion $. |
() Thanks |
30th March 2010, 17:34 | #21 |
Senior - BHPian | In this scenario, I dont see anything as being professional or un professional. Each gets what they deserve, be it the employer or employee If a guy is getting exploited at a particular company and wants to call it quits, he has full right to do so. The management may try all sorts of tactics to keep him and the easiest they say is they wont give the relieving letter. So, an employee has full right to sue the employer. And why should it affect his future, he stood his ground and took things the fair way and the company gets what it deserves. An employee cannot keep shut for everything and take what ever comes his way. He also needs to stand up. You think it was easy for the guy to go to court and file the case and the court is no fool in passing a judgement in favour of him. Obviously they would have done their own bit of studying as well |
() Thanks |
30th March 2010, 17:57 | #22 | |||||
BHPian | Quote:
It was very clear what would happen if the layoffs were not done. Projected Cash flows for the next few months are known and if there is a shortfall, we are putting the entire company with 700 employees to stake. Instead, by letting off 30 or 40 people, we are keeping the company afloat for another 2 months till the cash flows are expected to stabilize in the black. See the larger picture. Quote:
Having people on bench doesnt mean that you can be replaced. If my former company is to be taken as a benchmark, then the people who are on bench are perhaps there for a reason! Why should the PM take just any pappu from bench just because a member on his team wants to leave early? The replacement should be SUITABLE and COMPETENT for the role in question. That being said, you cannot be expected to stay beyond the notice period stipulated on your appointment. If that says 2 months, then in 2 months of your resignation you HAVE to be relieved. Quote:
Quote:
Quote:
What people SHOULD be taking your PM into confidence first rather than last and explain the situation. With enough lead time, he will be more than glad to help you out. Last edited by COUGAR : 30th March 2010 at 17:59. | |||||
() Thanks |
30th March 2010, 18:08 | #23 | |
BHPian | Quote:
| |
() Thanks |
30th March 2010, 18:34 | #24 | |
BANNED Join Date: Jul 2006 Location: Panaji - Goa/Bangalore - Karnataka
Posts: 3,312
Thanked: 774 Times
| Quote:
As a PM dont you plan for such situations? That you work in such a scenario that the whole project is dependent on 1 or 2 people? Thats bad project management. And how do these 1 or 2 people become insignificant when the company wants to layoff but are very important when the individual employee wants to leave. Dont get me wrong but this type of planning is seen in the big Indian IT firms. And getting back at employees for leaving the firm at their will is a cheap thing to do. I would pity such firms who put the might of their company against an employee who is looking for better prospects. Have you worked in places where labour laws are much stronger and tried similiar things there while relieving a reportee? Say that you are holding back his relieving letter giving the excuse that the project needs him. That issue will be your competency not his. Why then is one a Project "MANAGER". Though I agree the mutual agreed upon way is the best way out. Oh and I am have enough experience to say the above. | |
() Thanks |
30th March 2010, 19:03 | #25 |
BHPian Join Date: Sep 2006 Location: Bangalore
Posts: 939
Thanked: 29 Times
| We are talking about two things here. One is relieving a candidate who is actively contributing to a project (the reason he still continues to be in the project) vs someone who is being laid off (which in most cases are people who are not contributing much to the project). As a project manager, one always assign tasks to the low performer in such a manner that these are not critical tasks and also ensure that there is always a secondary back up who can take over things from where he/she has left, since such a person is always a risk to the project. In such cases these candidates can relieved asap. On the other hand we have a contributing member wanting to get relieved at a very short notice, then i assure no project manager can plan to such an extent that he can have a backup for each and every resource/task. Such things are possible if you have sufficient buffer resources who can overlap the activities, but the number of buffer (read non-billable) resources for both T&M or fixed bid projects will impact your project margins. But yes if the project is dependent solely on select individuals then that is a bad case of project management and that is an entirely different issue in itself. As a whole the PM also has to work with certain constraints keeping in the bigger perspective of the project and the acount, and if the project requires a person to linger around a little longer because there is a dependency on him/her then thats how it is, but if the PM is retaining the person just for the heck of it, then its a wrong thing to do. Last edited by Rotorhead : 30th March 2010 at 19:05. |
() Thanks |
30th March 2010, 19:47 | #26 | |
BHPian Join Date: Oct 2007 Location: Chennai
Posts: 147
Thanked: 24 Times
| Quote:
Last edited by Ford_madhan : 30th March 2010 at 19:52. | |
() Thanks |
|
31st March 2010, 00:14 | #27 | ||
Senior - BHPian Join Date: May 2006 Location: Bangalore
Posts: 1,213
Thanked: 2,575 Times
| Quote:
Quote:
People think of managers as enemies cause the truth is, there are some who act like one. The way a PM is looking at the interest of the project, don't forget that the candidate is also looking at the interest of his career and sometimes even his life. The problem happens when the managers are not ready for a compromise and put their feet down stating contract and other .... If the loss of one person damages the project, then the project manager is not doing his job, period. What if a person has an accident or some personal emergency which keeps him away from work for a month or two? Would your project fail? If not, why do you create a fuss when the same person decides to leave due to some reason? You spoke about layoffs, but do layoffs mean less work or a change in deadline? It doesn't right? The people who are left have an increased work load. And in most cases, since the people involved are not informed, there is no planned Knowledge Transfer. How does the project move forward? Lastly, how does the system of Notice Period work in countries like US? AFAIK, there is no concept of notice period there. I personally have seen people walk out in a weeks time, sometimes even less. Even the Indian service companies don't have notice periods for employees working in the US. My on-site manager left and for a week we had no clue who his replacement was . Did the project fail? No. Was it difficult? A little bit. When you can manage without a notice period in other countries, why not in India? | ||
() Thanks |
31st March 2010, 01:34 | #28 | |
BHPian Join Date: Nov 2008 Location: BANGALORE
Posts: 399
Thanked: 77 Times
| Quote:
An employee go off "unprofessionally" because another A****** PM is luring him/her to join his organization with some better offer. So who is the real enemy? Think about your staff not only about your project that will repay you in time. | |
() Thanks |
31st March 2010, 08:08 | #30 | ||||
BHPian | Quote:
And PM's get laidoff too if their projects are in the pooper! Quote:
Quote:
Quote:
The whole concept of notice period was there to ensure stability and proper transition when employees shift jobs. Now unscruplous HR fellows with recruitment targets to fulfil just made our jobs tougher by introducing fundas like buying out notices etc. Last edited by COUGAR : 31st March 2010 at 08:09. | ||||
() Thanks |