Do you give 2 week notices for YOUR jobs?
Poll - Total Votes: 16
Yes, I give 2 week notices
They'll get the "notice" when I'm no longer there
One week notice
You can only vote on one answer.
Why or why not?
This page is a permanent link to the reply below and its nested replies. See all post replies »
tenente · 100+, M
@YourMomsSecretCrush [quote]they can do alot of damage in two weeks as well.[/quote]
^exactly!
the other employees might resent the employee who resigned creating unnecessary distraction. best to stay friends, wish the former employee luck and send them on their way.
^exactly!
the other employees might resent the employee who resigned creating unnecessary distraction. best to stay friends, wish the former employee luck and send them on their way.
REMsleep · 41-45, F
@tenente But I don't get it what if your employee is moving away or has a new job opportunity and you're happy for them and they are a good worker. Should they not have given you notice? Are they wrong for moving on what if they need their last 2 weeks of pay?
I work extra hard when I know that O'm leaving because I want to train my replacement and leave things in good shape.
I work extra hard when I know that O'm leaving because I want to train my replacement and leave things in good shape.
tenente · 100+, M
@REMsleep TL:DR - extremely competitive labor market. mitigated scarce resource constraint through higher employee wages and rich benefits to retain skill. notice period dwarfed by 4-6 month cycle to recruit replacements. notice period runs risk of friction with other employees, unproductive infighting, or worse, animosity among employees. better to sever immediately.
before i sold my business in spring 2022 - i had employed skilled trades who were very very very difficult to replace. so, i paid all my employees higher than the market rate to engage and retain them for as long as i could. i spent a lot of time every month researching the market to ensure my wages were more competitive than the my competitors - this was a strategic imperative. those wages impact my profits directly, but the cost was small compared to running the risk of constantly replacing trades. tenure in my shop was very long. i'm still in contact with most of them and they are still happily employed there. the employees knew that their salaries are always negotiable: if an employee has a competing offer i would do my best to match or better. it was much cheaper to negotiate with an employee than to invest time and money recruiting, selecting and on boarding a new skilled trade replacement. luckily, before i sold the business, i hadn't had to replace a skilled trade in 2.5 years. the year i sold the business i did add 4 new employees due to growth - it took me almost a year to recruit and onboard them all due scarce trades and competitive market. the employment agreement i had with them stated: no notice period. a skilled trade who decided to leave was welcome to do so. 2 weeks notice wouldn't have help me find a replacement for them. average 4-6 months to find a replacement b/c students aren't entering the trades like they once did decades ago. i can't blame students, it's a physically taxing career choice. sadly, in my industry, a departing trade runs the risk of unintentionally creating negative friction within the shop with the trades who are staying to do their jobs. it's difficult to describe, but the relationships among the employees is very tight and an employee who leaves is not considered favorably by the rest. sometimes there's even animosity or worse among the employees with someone who resigned. i mitigate by severing them immediately. if an employee doesn't want to work for me, we remain on good terms, and i let them go same day - no questions asked and no hard feelings. they are welcome to apply again if i have an opening.
before i sold my business in spring 2022 - i had employed skilled trades who were very very very difficult to replace. so, i paid all my employees higher than the market rate to engage and retain them for as long as i could. i spent a lot of time every month researching the market to ensure my wages were more competitive than the my competitors - this was a strategic imperative. those wages impact my profits directly, but the cost was small compared to running the risk of constantly replacing trades. tenure in my shop was very long. i'm still in contact with most of them and they are still happily employed there. the employees knew that their salaries are always negotiable: if an employee has a competing offer i would do my best to match or better. it was much cheaper to negotiate with an employee than to invest time and money recruiting, selecting and on boarding a new skilled trade replacement. luckily, before i sold the business, i hadn't had to replace a skilled trade in 2.5 years. the year i sold the business i did add 4 new employees due to growth - it took me almost a year to recruit and onboard them all due scarce trades and competitive market. the employment agreement i had with them stated: no notice period. a skilled trade who decided to leave was welcome to do so. 2 weeks notice wouldn't have help me find a replacement for them. average 4-6 months to find a replacement b/c students aren't entering the trades like they once did decades ago. i can't blame students, it's a physically taxing career choice. sadly, in my industry, a departing trade runs the risk of unintentionally creating negative friction within the shop with the trades who are staying to do their jobs. it's difficult to describe, but the relationships among the employees is very tight and an employee who leaves is not considered favorably by the rest. sometimes there's even animosity or worse among the employees with someone who resigned. i mitigate by severing them immediately. if an employee doesn't want to work for me, we remain on good terms, and i let them go same day - no questions asked and no hard feelings. they are welcome to apply again if i have an opening.
REMsleep · 41-45, F
@tenente OK well the way that you describe your industry it does make sense and even in my previous field working in the hospital laboratories as a supervisor it was impossible to delegate all my tasks in just 2 weeks of time. Certainly not enough time to recruit/ train a replacement. Similar to what you described it takes about 6 months to have someone be 100% proficient at the job and more if they are fresh out of school.
Thats why I tried to give one month and even that was not enough.
I did work at one hospital where the employees were nasty, resentful, backstabbing and mean. Once I was leaving there was some minorchallenge to my authority but just go about my job to the best of my ability.
Thats why I tried to give one month and even that was not enough.
I did work at one hospital where the employees were nasty, resentful, backstabbing and mean. Once I was leaving there was some minorchallenge to my authority but just go about my job to the best of my ability.