Successfully Managing the Transition Period
12 June 2014
Read by 3145 persons
Negotiating the notice period, handing over files... The transition following an employee's resignation must be carefully prepared. Here's how to manage this crucial period for management.
Taking into account the context of the resignation
The transition meeting takes place after the exit interview, once the resignation has been finalized. The reasons for leaving must have been clearly identified, as well as any potential relational tensions that may exist between the resigning employee and certain members of the team, to define the context in which the handover will take place.
If the resigning employee's relationships with the team or manager are catastrophic, there is no point in insisting on cooperation. Similarly, if an employee leaves for a competitor, it is preferable to immediately relieve them of sensitive files under their responsibility.
Negotiating the notice period
Negotiating the notice period, the duration of which is most often determined by the applicable collective agreement or work agreement, or sometimes by the employment contract itself, can prove decisive in managing this transition period.
Resigning executives are often expected by their new employer and eager to leave. They therefore tend to want to negotiate a reduction in the notice period. In these circumstances, an amicable arrangement is always preferable to a power struggle with the employee, who is generally unmotivated and has little to lose.
Informing the teams at the right time
Replacement or temporary arrangement, the manager must wait until they have a transition solution in hand before announcing to the other team members the departure of one of their colleagues.
The resigning employee can be asked to keep the decision of their departure confidential to prevent the vacancy from being advertised. It is also not necessary to announce the resignation immediately if it has gone badly. It is preferable to wait for the situation to calm down before communicating.
Formalizing the handover
To ensure the proper transmission of information, a number of written procedures must be put in place in the company. The objective is to formalize the handover of files to ensure their follow-up.
In case of strong demotivation or conflict, the company must not be at the mercy of the resigning employee. The same caution applies to the risk of information leakage, which must have been taken into account upstream, when signing the contract, with appropriate confidentiality clauses.
When an employee resigns, it is preferable for management to ensure that the break takes place under the best possible conditions.
Acting or reacting intelligently will only enhance the company's employer image and will avoid an asymmetry of information likely to fuel rumors and create tensions within the teams.
Philippe Montant
Chief Executive Officer of ReKrute
Taking into account the context of the resignation
The transition meeting takes place after the exit interview, once the resignation has been finalized. The reasons for leaving must have been clearly identified, as well as any potential relational tensions that may exist between the resigning employee and certain members of the team, to define the context in which the handover will take place.
If the resigning employee's relationships with the team or manager are catastrophic, there is no point in insisting on cooperation. Similarly, if an employee leaves for a competitor, it is preferable to immediately relieve them of sensitive files under their responsibility.
Negotiating the notice period
Negotiating the notice period, the duration of which is most often determined by the applicable collective agreement or work agreement, or sometimes by the employment contract itself, can prove decisive in managing this transition period.
Resigning executives are often expected by their new employer and eager to leave. They therefore tend to want to negotiate a reduction in the notice period. In these circumstances, an amicable arrangement is always preferable to a power struggle with the employee, who is generally unmotivated and has little to lose.
Informing the teams at the right time
Replacement or temporary arrangement, the manager must wait until they have a transition solution in hand before announcing to the other team members the departure of one of their colleagues.
The resigning employee can be asked to keep the decision of their departure confidential to prevent the vacancy from being advertised. It is also not necessary to announce the resignation immediately if it has gone badly. It is preferable to wait for the situation to calm down before communicating.
Formalizing the handover
To ensure the proper transmission of information, a number of written procedures must be put in place in the company. The objective is to formalize the handover of files to ensure their follow-up.
In case of strong demotivation or conflict, the company must not be at the mercy of the resigning employee. The same caution applies to the risk of information leakage, which must have been taken into account upstream, when signing the contract, with appropriate confidentiality clauses.
When an employee resigns, it is preferable for management to ensure that the break takes place under the best possible conditions.
Acting or reacting intelligently will only enhance the company's employer image and will avoid an asymmetry of information likely to fuel rumors and create tensions within the teams.
Philippe Montant
Chief Executive Officer of ReKrute
