Handling an Employee Resignation - Workology

Handling an Employee Resignation - Workology Handling an Employee Resignation As the founder of Proven, a small business job board, I’ve fortunately not had to deal with too many employee resignations and none of them have been particularly sour departures, but it is an inevitable consequence of being a manager and business owner. It’s easy to have an emotional reaction and feelings of rejection when someone tells you they no longer want to work for you. How should you react? How do you inform your team about the departure and what steps should you take to make sure things transition as smoothly as possible? These are all questions that you as a manager should know the answer to. Handling an Employee Resignation In this article, I am going to cover the answers to these questions and more so you will be prepared the next time someone hands in their letter of resignation. Know the Protocol If you are a manager for a large company with a dedicated HR department, you likely have a protocol for handling these situations already in place. Some companies, it’s simple, the resigning employee is paid for two weeks but asked to leave immediately. Others, there could be more of a transition period required. Whatever the case, you should know what the expectation is. Take the High Road Regardless of what you are feeling, avoid an emotional reaction. You need to handle this like a professional. In our modern world, employees come and go, sometimes they just get a better opportunity, something that’s a better fit, or maybe they have something personal going on. It’s important to understand this and do not take this as a personal attack. Even if your relationship with this particular employee has been strained at times, take the high road, listen to them, and thank them for their time. Understand the Situation It’s important to take some time to gauge and understand the situation. Try to find out why the employee is resigning and how they feel about the transition period. You need to understand this so you can come up with a proper transition plan. You don’t want the employee leaving with knowledge that they only have access to. You also don’t want them hanging around for several weeks if they are completely unengaged and just taking up space. My personal philosophy has always been to transition the employee as quickly as possible. I know that I am going to either replace them or reassign their duties, so it’s better to bite the bullet now and move that along as quickly as possible rather than drag out a broken relationship. Communicate to the Team You will need to let other members of your team know that someone is leaving. I prefer to do this one-on-one and have it come from me, but some people may like to give the departing employee a chance to tell everyone. Be open and honest, do not speak ill of the person departing, and communicate how you are thinking about replacing or redistributing their responsibilities. Transfer Knowledge This is probably the most critical step in the process. You do not want your employee leaving without knowing what they know. Do they have access to certain software logins that only they know? Are they the point person for certain clients? Are they the only person at your business that understands a certain critical product or feature? You need to know this or figure it out. If possible, work with the departing employee to come up with a to-do list for transferring their knowledge. Talk to your other team members about what critical responsibilities the resigning employee has. This will help you make sure everything gets covered. Hiring Plan or Duty Distribution At this point, you need to figure out whether you need to replace the departing employee or redistribute their responsibilities. If it’s critical to replace them, you need to update that job description and head over to your favorite job board and start interviewing as quickly as possible. You can get the help of your existing employees with coming up with a list of requirements for the job. Another option is to redistribute their responsibilities to your team. You may need to cut back on some of the things they were doing. It’s important to work with your existing team members and get their buy in here. If they are on board, you might be able to get away with not hiring a replacement. Wish Them Well A departing employee is just an unfortunate part of doing business. Regardless of the nature of the departure, try to have them leave on good terms. If appropriate, offer to be a reference.   You never know when you might cross paths again, it’s not worth burning a bridge, even if the transition period for their departure was a little rocky. Losing a great employee can be really tough, but it is inevitable with any business. Have some kind of plan in place so you know what steps to take. Try to be happy for the departing employee, and always take the high road.

Keep Your Resume Out of the Recycling Bin - Hallie Crawford

Keep Your Resume Out of the Recycling Bin A resume is an incredible initial step to getting another line of work. Be that as it may, regardless of whether you are new to the activity showcase or are a moderately prepared proficient who needs to make a new beginning, there's something else entirely to the pursuit of employment process than only an incredible looking resume. Many employment trackers markdown the significance of the introductory letter that goes with the resume â€" or neglect its significance totally. A strong introductory letter is key it is your first opportunity to speak with their likely chief or employer.Here are a few hints to help you when composing a convincing introductory letter: Be explicit and articulate your applicable information Explicitly address the situation for which you would like to land a meeting Clarify how your abilities and experience qualify you for the activity Shun sending the general 'mass mail,' universally handy sorts of resumes and introductory letters, as they by and large end in the reusing bin.Put some genuine exertion into a very much idea out introductory letter. This time is very much spent; all things considered, the introductory letter is an impression of you â€" it offers the early introduction to a planned boss, of what your identity is and whether you are able to land a meeting. Make it count!Need assistance with your resume as well as introductory letter? Become familiar with our Resume/Cover Letter Review Sessions here: https://www.halliecrawford.com/resumereviewsession.htmlHere's to having a profession you love!

The Importance of Keeping a Journal in Accounting

The Importance of Keeping a Journal in Accounting The Importance of Keeping a Journal in Accounting A diary passage is the record of a budgetary exchange went into a diary. The diary subtleties all the monetary exchanges of the business and it makes note of which accounts these exchanges influenced. All diary passages are made utilizing either the twofold section or single passage technique for accounting. Diary passages are commonly entered in sequential request and charges are entered before credits â€" charges are entered in a section to one side, and attributes are entered to one side. Diary passages are doled out to explicit records utilizing an outline of records, and the diary section is then recorded in a ledger. The ledger keeps track of numerous records. The Purpose of Journal Entries Diary passages give central data to the entirety of a businesss other money related reports. Theyre utilized by reviewers to examine how monetary exchanges sway a business. Every passage ought to incorporate the date of the exchange, the gatherings in question, a charge from in any event one record, an a sound representative for at any rate one other record, a receipt or check number, and a reminder portraying different subtleties associated with the transaction â€"anything you probably won't probably recall months or years after the fact. In the event that you buy and use bookkeeping framework programming, it will undoubtedly deal with every one of these subtleties for you. In any case, you ought to have the option to deal with your diary sections and record yourself with some fundamental comprehension of the process if you dont feel that sort of cost is essential yet in light of the fact that youre simply beginning. Single Entry Accounting As the name proposes, every diary section is made on its own different line when you utilize the single passage strategy for accounting. You may deduct what you spend on another PC framework as a charge, at that point, on the following line and as another passage, you may salary got from a client or customer as a credit. Youll have two separate exchanges or diary passages, each with its own line. Its basic, very little not the same as how you would monitor exchanges you make from your financial records. Single section bookkeeping might be proper in the event that you maintain your own independent venture as a sole owner and your books and exchanges are not mind boggling. Anybody can deal with it. You dont need a particular preparing. Twofold Entry Accounting A diary section utilizing the twofold passage strategy for bookkeeping remembers an assortment of data for different segments on a similar line. In a twofold section framework, you may have a charge for the PC buy, at that point a credit or increment to your general office hardware costs would show up on a similar line yet in an alternate segment to balance the debit. These segments ought to be equivalent, for example, - $2,000 as the charge and $2,000 for the credit. You may need to utilize significantly more sections relying upon the idea of your entrance, however at the very least, there ought to be two, one each for charges and credits. Twofold section bookkeeping regularly makes a diary passage, not for the exchange itself, however for the record, it influences resources, liabilities, value, income, and costs. Charges and credits to each are totally noted on a similar line. Toward the year's end or some other bookkeeping period you select, all your diary passages for charges ought to relate to an equivalent your diary sections for all out credits. This implies your record is balanced.

Questioning Your Hiring Manager - Copeland Coaching

Questioning Your Hiring Manager Sometimes, getting a job is dependent more on what you ask than what you answer. Let me explain what I mean by this. We spend so much time preparing for how we will answer the hiring manager’s questions, yet very little time thinking about what we want to know. I often compare job interviews to dating. And, I don’t know about you, but I’ve never been on a first date where I hoped that the guy sitting across from me would propose. That would be crazy, right? But, somehow, we do it every day with job interviews. We show up just hoping to be picked. We forget to think about whether or not we actually like the company. The place where this is especially problematic is with the questions we ask. Very often, during a job interview, the hiring manager will say, “Do you have any questions I can answer for you?” If we’ve been in an all-day interview, it’s not uncommon to have gotten all of our questions answered over the course of the day. We may respond with an honest, “No, thanks. I’ve already gotten all of my questions answered.” This response seems reasonable. Unfortunately, many hiring managers don’t think so. It surprises me the number of hiring managers I’ve talked to who are stuck on this issue. When the job seeker doesn’t ask questions, the hiring manager doesn’t assume their questions were really answered. They assume the job seeker isn’t interested. That’s right â€" they think you don’t care about the job. Well, we all know that isn’t true. You didn’t take off an entire day at work to interview for a job you don’t care about! Let’s avoid this unnecessary hurdle of the job search process. Make a list of questions. Research questions online. Keep more questions on hand than you’ll need, with the expectation that you will only ask a few of them. If you find that by some chance, the hiring manager does manage to answer all of your questions, don’t stop there. Think of more on the fly. I know this can sound daunting, but here is an example of a question that the hiring manager probably didn’t fill you in on already. “Why did you choose to come work here, and what’s your favorite thing about the company?” This is a good question, because it helps you to learn more about the hiring manager. It gets them talking about themselves. It helps you to learn more about the company. And, most likely, it will be a question the hiring manager didn’t answer before. As hiring manager’s, we tend to focus on asking the candidate questions â€" and on sharing information about the role. We are rarely talking about our own personal experiences. Before your next interview, list everything you want to know. Decide whether the company is a fit for you, and avoid being the desperate candidate. It will help you get your questions answered, and will increase the chance of a job offer. Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.