Advice on what to do with quitting Employee

[Bend it like Bourgeois]

The cold realtiy is your soon to be ex-employee no longer matters.

But the message you send to other employees does matter. They will notice, one way or the other. What will they think?

[Flashpoint]

Thanks for the replies. I appreciate them. A few more details:

He was hired in September with the expectation he would be employed until at least December. Our project got extended until the middle of next year, and I told him as much in early November.

He was a good employee, but a little high maintenence. He was late a few times, had to leave early a few times, whereas the rest of my guys had no such issues. While here, he preformed well. I had no major issues with him, and tried to be as flexible as possible. I have always believed a good employee is a happy employee and vice versa.

If he left angry it would make little to no difference. He could badmouth me, the job, and the company, and I would still have applicants beating down my door. I have way more people wanting the job than I have spots to fill.

[SeeGeeWhy]

generosity is always rewarded in one way or another...

If he has earned the bonus, give it to him.

[CaptainCrunch]

Originally Posted by Flashpoint

Thanks for the replies. I appreciate them. A few more details:

He was hired in September with the expectation he would be employed until at least December. Our project got extended until the middle of next year, and I told him as much in early November.

He was hired in Sept so he was not obligated to give notice anyways, your project got extended, and even though you told him, he might have had other obligations. So based on what you've told me, I think he's entitled to the bonus, though you might want to check with labour standards on that.

Originally Posted by Flashpoint

He was a good employee, but a little high maintenence. He was late a few times, had to leave early a few times, whereas the rest of my guys had no such issues. While here, he preformed well. I had no major issues with him, and tried to be as flexible as possible. I have always believed a good employee is a happy employee and vice versa.

if he hit his metric's and you had no problem with his overall performance, then he's basically earned his bonus at this point. I would just pay it out and be done with it.

Originally Posted by Flashpoint

If he left angry it would make little to no difference. He could badmouth me, the job, and the company, and I would still have applicants beating down my door. I have way more people wanting the job than I have spots to fill.

Thats a nice problem to have right now. One of my clients that I'm trying to fix, dropped into a 60% turnover last year, and is getting a handful of resume's compared to what they usually received.

[kermitology]

Wait.. People get Christmas bonuses?

I hate my job.

[Incinerator]

Originally Posted by CaptainCrunch

He was hired in Sept so he was not obligated to give notice anyways, your project got extended, and even though you told him, he might have had other obligations. So based on what you've told me, I think he's entitled to the bonus, though you might want to check with labour standards on that.

I disagree, he was there for 3 months, why waste your money? Donate it to the Flashpoint Xmas beer fund. Don't feel guilty, the guy probably has something better lined up already or he wouldn't quit. He doesn't care about the money so give it to someone who'd appreciate it: YOURSELF.

[Incinerator]

Originally Posted by kermitology

Wait.. People get Christmas bonuses?

I hate my job.

You should email Flashpoint your resume

[Jagger]

That's a difficult situation to be in. I'm not so worried about the person who is leaving but how it would be perceived by the workers who are staying? I guess it also depends on how long the other workers have been there. If it's significantly longer than the leaver then I really do not think a bonus is warranted. I really don't see what the company has to gain as a bonus creates spirit within a team and they are no longer part of that team.

However, I understand where you are coming from. If your ethics and morales tell you that the person has performed well for you, and deserves it, then by all means give them the bonus.

[kermitology]

Originally Posted by Incinerator

You should email Flashpoint your resume

I don't think he could come close to my minimum request of $50,000/yr

[CarlW]

To me working only 3 months does not warrent a christmas bonus at least definately not the full christmas bonus (if the bonus was for the year then divide it by 12 and multiply that by 3), not to mention telling someone that your quitting tomorrow (unless something drastic happened) isn't really very professional of the guy.

Obviously to prevent this kind of future in the problem you need to hammer out the details of your christmas bonus structure in your company policy/corporate culture.

[Ace]

Originally Posted by Flashpoint

If he left angry it would make little to no difference. He could badmouth me, the job, and the company, and I would still have applicants beating down my door. I have way more people wanting the job than I have spots to fill.

Your kidding right, is this in calgary? You have a job that pays $8/hour, and you have more applicants than you have positions? That is quite simply...unbelievable

[Incinerator]

Originally Posted by kermitology

I don't think he could come close to my minimum request of $50,000/yr

who knows maybe his small company needs an engineer and he'd sub in stock options for $48,000 out of the $50Gs

[Flashpoint]

Originally Posted by Ace

Your kidding right, is this in calgary? You have a job that pays $8/hour, and you have more applicants than you have positions? That is quite simply...unbelievable

I'm not in Calgary, and I hire people to test video games.

[Ace]

Originally Posted by Flashpoint

I'm not in Calgary, and I hire people to test video games.

Okay i'm sorry...why exactly are you paying bonuses again?

[Igottago]

It depends on why you're giving the bonus out..is it reward hard work, which he was a part of? Or is it to act as an incentive for further hard work and dedication to the company down the line?

I would say if you know he did a good job, and contributed to the success of your company during that period, you should pay him the bonus. Its just good karma really.

[ricosuave]

i say screw him too

send him home at noon and hand out the bonuses afterwards

if he complains or something, he was a temp employee

if he really barks loudly, give him 1/4 of the bonus

rico

[I-Hate-Hulse]

Originally Posted by Flashpoint

If he left angry it would make little to no difference. He could badmouth me, the job, and the company, and I would still have applicants beating down my door. I have way more people wanting the job than I have spots to fill.

Sigh.... I always wondered what it must be like to work for Playboy...

[bluejays]

Hey, it's Christmas. I assume he's a kid (even if he possibly is 20 years old). It's that time of the year. You obviously could afford to give him the bonus in the first place. The one day notice stinks, but it would make you feel a lot better to give it out at this time of the year. I know I'd feel much better, and it's just a good gesture on your part, and is a sign of appreciation.

[Mccree]

Could you not just wait until Monday to give out the bonuses?

[Incinerator]

Originally Posted by Flashpoint

I'm not in Calgary, and I hire people to test video games.

EA Sports?