Tony (name changed to maintain confidentiality) made the decision to move on from his current job, a prospect that is both exciting and nerve-wracking. He’s eager to dive into new challenges, yet he’s stuck serving a 90-day notice period.
It’s an all too familiar scenario for many of us, prompting the question: Why can’t companies adopt a shorter notice period, say 30 days, for departing employees? HDFC Bank recently reduced the notice period to 30 days.
It’s time to challenge the status quo and explore the benefits of embracing change in corporate norms.
Let’s delve into three compelling reasons why a 30-day notice period could be a game-changer for both employees and employers alike.
1. Mental Disengagement and Efficient Resource Utilization
A prolonged notice period often leads to mental disengagement among departing employees. Let’s face it, once the decision to leave has been made, it’s human nature to start focusing on the next chapter of our careers. Continuing to clock in for an additional two months can feel like an exercise in futility, both for the individual and the company.
By transitioning to a 30-day notice period, companies can optimize their resources more efficiently. Rather than paying an employee for two months of half-hearted productivity, those resources can be redirected towards initiatives that drive growth and innovation within the organization.
2. Seamless Knowledge Transfer and Succession Planning
The departure of an employee should not equate to a loss of valuable knowledge and expertise. With a shorter notice period, companies can prioritize seamless knowledge transfer and succession planning.
Employers can leverage the 30-day period to facilitate a comprehensive handover process. This involves identifying critical projects and tasks, documenting key processes, and ensuring that essential information is transferred to relevant team members. By implementing a close daily monitoring system, companies can track the progress of handover activities, mitigating the risk of disruption to ongoing operations.
3. Recognition and Empowerment of High-Potential Talent
One of the most significant advantages of a shorter notice period is the opportunity to recognize and empower high-potential talent within the organization. Rather than scrambling to fill the void left by a departing employee, companies can strategically delegate responsibilities to deserving team members.
By assigning additional tasks and projects to capable individuals, companies not only ensure continuity in operations but also foster a culture of recognition and empowerment. Employees who step up during transitional periods should be duly acknowledged and rewarded, whether through performance evaluations, promotions, or other forms of recognition. And the department can continue it’s search for a new candidate.
So the shift from a 90-day notice period to a more agile 30-day timeframe represents a paradigm shift in traditional corporate practices. By embracing this change, companies can enhance employee satisfaction, streamline operations, and cultivate a culture of agility and innovation.
It’s time for companies to adapt and evolve in the ever-changing needs of the modern workplace. Let’s stimulate thoughts of a more efficient, collaborative, and employee-centric approach to organizational transitions.
Let me know your thoughts in comments below.
Best wishes for a great career transition!
Sarabjeet Sachar
Seasoned Career Development & Leadership Coach
Founder & CEO, Aspiration