“I’m thrilled to inform you that I’m resigning.
I have been waiting for what seems like forever to inform you that I’m resigning. I’ve hated to work for the company since the day I was hired. I don’t like the work, I don’t like my fellow employees, and I don’t like you.
I know you would like me to help you with a transition, but I won’t. Have fun figuring out the files on my computer. I can’t even figure them out most of the time.
Oh, speaking of computers, you’ll need to figure out the passwords to all our online resources. I forgot to keep a list of them, so have fun with that.
I’m sure you’d like to have a going away party for me. However, I’m not interested in the stale cookies and nasty punch that constitutes saying goodbye at this company.
Don’t worry about writing me a reference, even though I’m sure you’d be glad to recommend my work. I don’t need or want one. I don’t need references where I’m heading. So, consider our bridges burnt.”
This was nothing but a hilarious resignation I found on Internet, however I thought that to get this in your inbox may not be such a big challenge. You only need to do a couple of things wrong and you are there! What could be those disastrous ways that could make you the recipient of this mail? Can we further categorize them into less harmful and more harmful activities so that you can monitor your organization’s health? Yes, indeed we can! Let us start with the less harmful ones. Some of the things that may irk your employees but which can be easily remedied include –
- under paying your employees
- over burden them with work
- ambiguous reporting
- unclear communication and
- unrealistic expectations
Among the ones that can be considered more harmful include:
- lack of appreciation
- recognition & reward
- dull workplace
- lack of emotional quotient
- no peer acknowledgment
- unfriendly colleagues
- lack of collaboration
- Too much hierarchy and the list continues
Apparently the list of more harmful activities is even longer than the ones that are comparatively less harmful. Most employees would look forward to getting these issues addressed and eventually resolved. It is not hard to infer that if serious issues such as these are not addressed, it wouldn’t be long before you get such a mail. But the important thing to realize here is that not many things require too much effort – in fact many of these problems can be resolved with least efforts.
Recently Gartner published in one of its reports that rewards and recognition and more importantly peer to peer recognition along with bottom up feedback will be more satisfying for employees – who are not happy with current style of manager driven appraisals, incentive schemes and other workplace issues which contributes in disengagement. More and more companies are now looking out to deploy social recognition (www.triggero.com) systems along with appropriate dozes of collaboration, innovation, communication in order to provide a baton in the hands of employees to drive their engagement with flexibility & freedom and yet with control.
Human resource is what makes an organization unique and competent in its own way. Keeping your employees engaged and motivated not only keeps the organization healthy, but also makes the employees feel valued. There are numerous ways to do so and it takes little to take that first step to express your appreciation for your employees. So take a resolution today and go out there to let your employees know how valued they are in the organization.
