Notice Period is one of those organizational policies that are grossly inappropriate and unjust. The intention of the notice period is to give breathing room to the organizations before the employee’s departure.
During this period, necessary arrangements to handle the project in the employee’s absence should be in place. If possible the organization should find a suitable replacement.
Notice period in IT companies has extended drastically over the years. And it is hampering the career growth of the candidates. Why should they have to let go of good opportunities because they can’t join shortly? Also, is it sensible and beneficial for companies to retain employees for an extended period after resignation?
Varying Term
There is no standard notice period practiced in the software industry. The term could vary from 15 days to 3 months. And in many companies for senior positions, it’s even six months to a year that you need to intimate of your intention to leave.
The weird thing is that the notice period is similar for every employee irrespective of their employment tenure. An employee who has spent six months in the employment vs. one who has spent six years, can the dependencies and need for both of them be similar?
The HR and Management of the organization make such policies. They are either mimicked from other organizations or framed in a manner as to benefit the organization.
In a few instances, employees have been coerced into a signing longer notice period mid-employment.
Sometimes, organizations make the employees wait beyond the contractual notice period. ‘The reasons could be ‘project exigencies’, non-availability of suitable resources to replace, etc.
Employees fearing bad references and adverse background checks quietly abide.
Knowledge Transfer
Knowledge transfer (KT) is a tricky business. Often the employee leaving has already lost interest in working in that company and wants to rush out. So she would not do it wholeheartedly. Also, if the one getting KT is also involved in another project, then she will not be able to take in all the information.
Knowledge Transfer sessions shouldn’t take more than a week or two. No developer can make the other one understand every line of code she has written in the last year or two.
The ill Effects
Often the outgoing team member will take her work lightly. She would not be as committed as before and would do the bare essentials.
And in cases where she is leaving due to dissatisfaction or a rift within the organization, the prolonged notice period can result in other team members getting affected by the negativity.
Also, not to forget the company is losing money for a non-productive employee.
Two-Faced Policies
A notice period is the time period an employee has to give their employer between resigning and their last day. It’s also the amount of time an employer needs to provide an employee before the termination of their contract. It can’t be one-sided.
If an employee is asked to leave then the organization wants her to leave immediately. The mandate to serve a notice period is no longer followed. And many companies don’t even offer compensation for the notice period.
It’s ironic that organizations that mandate a long notice period for their employees, look to hire candidates with a shorter one.
Symbiotic Solution
A long notice period is neither good for the employee nor the employer. Two weeks or a month is more than enough for any organization to complete the KT and other formalities.
If an employee can’t be relieved in a month due to dependency, then there is something wrong with the organizational processes. And that should be fixed, rather than taking the easy way out.
Maintain project documentation and shadow resources to lower dependency. It would also help when a team member isn’t available due to unavoidable reasons.
And, if both parties can have a smooth hand-off and parting, then that can create a symbiotic relationship. It will pave the way for any future help either party requires from the other one.