Category Archives: Business Processes

How to resign (with class)

Oh what! You got a new job! Wicked!

But before you leave your current employer to the place where you want to be, there are some ‘best practices’ you should take to leave on a good note. Here are some practices I have seen play out well in a variety of environments:Screen Shot 2014-01-31 at 6.32.09 AM

  1. Give ample notice. If your role is specialized, manager level, or unique, give more notice to help with the transition – you will need to gauge your relationship with your manager & past performance.
  2. Own the transition documentation and training and provide feedback and progress reports to your manager.
  3. Offer being available and check in for the first week (honoring your word and living by them).
  4. Be responsible for messaging and communicating. Offer to own the communication and follow up. Remember: every company is different, so this might not work everywhere.
  5. Get your hands dirty, when your last days are empty, get in and file documents that you know are sitting around or do some admin (like correcting naming conventions).
  6. Clean up your desk. Simple, right? Nope – time and time again the artifacts of previous employees sit around and just collect dust. If you think something should be in the garbage, do it. #recyclefirstplease
  7. Send personalized thank you notes to people who made a difference and respond to each congrats email you get. #gratitude

Not all these will apply, but remember that your last few weeks are equally as important as your last couple months, years or decades. Lastly, best of luck on your new adventure!

For those who use apps for everything, this is an interesting spin on quitting a job. Although I have yet to hear of someone using it for real!

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The real test is studying

Firstly, my apologies for being absent for over a year. I am back and committed to blogging more often.

I am in the midst of obtaining my Canadian HR Designation, the CHRP. To do so, I am studying for the second exam, National Professional Practice Assessment (NPPA), and what I have learned is that studying after being out of school for a while is actually the real test. Having the discipline to put time away to study, meet others to discuss topics, and research is really the test.

Our lives and work get in the way of intellectual conversations that are about theory, reality and great practices. What I learned through my current journey is that I work at an awesome company, I work with people that work hard, and that ‘best practices’ is not really a thing. ‘Best practices’ really should be coined ‘great practices’ since they are literally taking something HR, say performance reviews, and making it great. Great performance reviews fit the company culture and create a healthy buzz and interest of the employee base. Not all companies do this, really.

The exam takes place on May 5th and I will know 2 months later if I passed. Passing would mean the world to me. It would set me free of this content so I can work towards passing an MBA Admission test. Hello Harvard or Stanford? And do you sponsor people like me?

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Innovating Relocations

You know you’re doing something right when the VP of Canada Sales & Relationship Management a relocating company, Prudential,  tells you: “you know that you made us change and look at the way we have been doing things. You are light years ahead of the game.” Darn it, this may have been one of my favorable moments in 2010.

Relocating employees has been around since companies have gone global. Moving people seems pretty simple right? WRONG! I learned from first hand experience that relocating people is time-consuming, complex, and like multiple project plans with different deliverable dates. Partnering with the right company makes a difference. Just like the employees in the organization, the relocating company you choose you need to trust. They need to be part of your team and need to want to be a part of your team.

I have been fortunate to work with Prudential, where they have listened and scratched their head a couple of times on some of my views, but were always listening. I blogged about their forum earlier and how it was fun, but what I realized now is that they are big and still learning. Many larger (or gigantic organizations) that I have seen don’t keep on evolving.  From an outsider view, they got a good group of people in the management level, and that has trickled down.

Now when  I see the rock, I am proud of the people I work with. There is still room for improvement, like any vendor relationship, but we have open and candid conversations that are solution focused.

Do it your own way, RFP that is.

Recently I have been part of picking vendors for everything HR.  To speed up the process, I decided to keep the RFP part to myself and gather the information via research and one on one meetings with all vendors; this way I could assess those non-tangibles.

When I was done with the process, I decided to put the top two vendors to the test.  The one who on paper and in person seemed to blow the competition out of the water ended up not meeting our service levels and what they communicated.  I was delighted to see that the runner-up didn’t just meet my expectations, they delivered better quality, faster service, and were able to pivot on the spot for our company needs.

My lesson learned – the right decision isn’t how good you do your research, it’s based on reality.