//

I quit. Then I got fired.

I was penalized to focus on work life balance.

Few years ago, I made a career decision to work for a competitor pharmacy. Based on various personal and professional considerations, I felt it was the best decision for me. At that time, my job demanded a lot of responsibilities already, with more expected after the organizational restructuring. The offer from the new job was more reasonable. At least, it allowed flexibility and a better work-life balance.

So I decided to jump ship. I knew it would create some tension as soon as I have expressed my intention to resign. In fact, I knew the organization would turn around to terminate me immediately. I saw this happened to other ex-colleagues and expect the same treatment.

As expected, I quit but they turned around to let me go.

You can label it as a human resources policy. You can call it a necessity to protecting the trade secrets. Or you can call it whatever you want. Somehow I don’t think it is a right approach.

I had every intention to make the transition as smooth as possible. I even summarized all the important notes so that whoever stepping into my position had something to work with. I didn’t want patient care to suffer. I tried my best to make sure I did whatever I could to make the transition more seamless and safe.

But no one seemed to care. In fact, my team lead didn’t even speak to me.

It seems such a practice to terminate someone so abruptly speaks more to the insecurity of the organization, rather than the need to ensure patient care or pharmacy operations do not get disrupted. I understand the potential risk, the necessary steps needed to protect any trade secrets. But I still think that one can find better ways to terminate the employer-employee relationship. There is a more respectful way.

A simple meeting or phone call to say thank you for your time and your work and a simple gesture to explain it is routine practice to terminate your employment immediately is more than adequate. I wasn’t expecting anything more.

But not returning a simple phone is indeed rude and unprofessional. It left me feeling insulted.

Recently, Brigette Hyacinth (author of The Future of Leadership: Rise of Automation, Robotics and Artificial Intelligence) suggested doing the following five things when an employee resigns:

  1. Wish them all the best
  2. Let them know if they need anything like a recommendation, please feel free to contact you
  3. Conduct an exit interview and use the findings to make positive changes in the organization.
  4. Show appreciation for all their good work.
  5. Tell them they are always welcome back.

I agree with her. I resigned for personal reasons. Instead of making me feel like I was a traitor, the organization should take this as an opportunity to make positive changes in the organization.

In these days where there is so much pressure for pharmacy staff to deliver more with less, treating the employees right should remain a priority. Otherwise, the loss of morale and team spirit will drag the organization down in ways that would be difficult to repair.

Do you feel your employer is treating you right? This is a question that we all should reflect regularly.  

Originally published at drugopinions.wordpress.com

    The Thrive Global Community welcomes voices from many spheres. We publish pieces written by outside contributors with a wide range of opinions, which don’t necessarily reflect our own. Learn more or join us as a community member!
    Share your comments below. Please read our commenting guidelines before posting. If you have a concern about a comment, report it here.

    Sign up for the Thrive Global newsletter

    Will be used in accordance with our privacy policy.

    Thrive Global
    People look for retreats for themselves, in the country, by the coast, or in the hills . . . There is nowhere that a person can find a more peaceful and trouble-free retreat than in his own mind. . . . So constantly give yourself this retreat, and renew yourself.

    - MARCUS AURELIUS

    We use cookies on our site to give you the best experience possible. By continuing to browse the site, you agree to this use. For more information on how we use cookies, see our Privacy Policy.