Why do employees and companies go cuckoo during notice period?

By Antje Bauer

The notice period - it's that murky gray area where for some odd reason, dynamics between employers and employees often take a turn for the catastrophic.

Resigning or terminating a contract is the most natural thing for any person and company. In fact, in this fast-changing professional world, it is a process that happens to most people several times during their lives.

Yet, the dreaded notice period turns into a mud wrestling competition where both parties show their teeth in the dirt.

The Dirty Reality Of The Notice Period.

The most common notice period issues are where the employer exploits the team member and does not allow them to take their leave balance. Or the employee takes dubious sick leaves or ignores deadlines. Upon listening to these issues, I'm sure many corporate world executives and even high-level management can relate.

The funny thing, though, is that this disastrous behavior happens across all industries. It isn't only observed in towering glass buildings, where fluorescent bulbs and cubicles are commonplace. Just recently, I have experienced the same mistreatment of my sons, who are in the hospitality industry.

That is a tough industry, understood, but not passing on tips, requesting work hours way beyond the legally allowed level, and not granting leave days is really malpractice. In times where leadership literature is overflowing with articles on employee well being, there are places where this is completely obliviated.

So why does this happen?

When an employee and employer first sign a contract, they have a common goal, and both want the best for each other to succeed. However, once the contract is terminated, there is a literal shift in thinking and behaviour because the original contractual commitments dissolve. So, in a broader perspective, this behaviour change can stem from engagement issues.

It's the thinking that, "now that I've wiped my hands clean of this job or employee, I'm no longer committed or accountable to them." The unfortunate part of this whole vicious cycle is that there are difficulties that both parties must bear.

Can coaching help?

In my candid opinion, an employee isn't likely to show up for a coaching workshop for a company that they're leaving. And, a company isn't going to invest time or money into someone who has already "checked-out."

However, developmental workshops that solidify core values, enable healthy communication, and strengthen workplace bonds will help immensely to prevent commitment issues. That's because employees who feel engaged and connected to their company are less likely to want to leave - they feel seen and heard. Investing in your team nurtures a culture of mutual respect and openness, where dealing with parting employees will ultimately be affected positively as well - for both sides, the company and the employee.

In short, the best way to effect change is not at the time of the notice period, but way before by getting ahead of it.