CASE STUDY
[Link] find case related to HR or invent the case yourself or from your experience
TheDarkSideofNoticePeriods:ACaseStudyofEmployeeBurnoutandDeparture
When Policy Meets Reality: A Case Study of HR's Response to Employee Resignation
During my tenure as a Trade Finance Process Executive at a prominent banking operations company in Kerala, India, I witnessed a
peculiar incident that left a lasting impression on me. One of my colleagues, who had been with the company for several years,
received a lucrative job offer from a competitor. However, when she submitted her resignation, the HR department insisted that she
complete the mandatory 45-day notice period, despite her offer to compensate the company financially. This rigid stance led to a
protracted and emotionally taxing experience for my colleague, ultimately forcing her to seek intervention from the new company's
HR team. This incident raised several questions about the company's HR policies, fairness, and employee well-being, prompting me
to delve deeper into the matter.
Analysis and Observations
1. Notice Period and Relieving Issues: The company's HR department insisted on the employee completing the 45-day notice period,
despite her offer to compensate the company financially.
2. Partiality and Discrimination: You observed that some favorite employees were exempt from serving notice periods or providing
compensation, indicating potential partiality and discrimination.
3. Lack of Flexibility and Empathy: The HR department's inflexible approach and lack of empathy towards the employee's situation
led to emotional distress and a negative experience.
4. Communication Breakdown: The employee had to contact the new company's HR team to explain the situation, indicating a
breakdown in communication between the employee, HR, and management.
Key HR Concepts and Issues
1. Employee Relations: The case highlights the importance of maintaining positive employee relations, particularly during exit
processes.
2. Fairness and Equity: The perceived partiality and discrimination raise concerns about fairness and equity in the organization's HR
practices.
3. Communication and Transparency: The communication breakdown and lack of transparency in the HR department's decision-
making process contributed to the negative experience.
4. Employee Well-being: The employee's emotional distress and negative experience underscore the importance of prioritizing
employee well-being and providing support during challenging situations.
Recommendations and Lessons Learned
1. Develop Clear and Fair HR Policies: Establish transparent and fair HR policies, including notice periods and compensation, to avoid
perceptions of partiality and discrimination.
2. Foster Open Communication: Encourage open communication between employees, HR, and management to prevent
misunderstandings and ensure a positive experience.
3. Prioritize Employee Well-being: Provide support and resources to employees during challenging situations, such as exit processes,
to promote their well-being and maintain a positive employer brand.
4. Conduct Regular HR Audits: Regularly review and audit HR policies and practices to ensure fairness, equity, and compliance with
relevant laws and regulations.
2. Find case in the movie (or relevant clip) related to HR - explain what we can learn from the clip
REFERENCE LINK : [Link]
"The Devil Wears Prada" (2006) is a fantastic movie that offers valuable insights into leadership communication and workplace
culture.
Plot Overview
The movie is based on Lauren Weisberger's novel of the same name and follows the story of Andy Sachs (Anne Hathaway), a young
and aspiring journalist who lands a job at Runway magazine, despite having no experience in the fashion industry. Andy's boss is the
demanding and ruthless Miranda Priestly (Meryl Streep), who rules the magazine with an iron fist.
Leadership Communication and Workplace Culture
A pivotal scene that showcases Miranda's leadership style and the workplace culture is when Andy first meets Miranda. Miranda's
infamous "cerulean sweater" monologue is a masterclass in assertive communication, albeit with a toxic tone. This scene sets the
tone for the rest of the movie, highlighting the demanding and competitive environment of Runway magazine ¹.
In this scene, Miranda's leadership style is on full display. She is assertive, decisive, and uncompromising. However, her
communication style is also condescending, belittling, and humiliating. This toxic leadership style creates a culture of fear, anxiety,
and competition among the employees.
What Can Be Learned
From this scene and the movie as a whole, we can learn about the importance of effective communication, leadership style, and
workplace culture. While Miranda's leadership style may drive results, it also creates a toxic work environment that can lead to
burnout and turnover.
In contrast, effective leaders prioritize clear communication, empathy, and respect. They foster a positive work culture that
encourages collaboration, creativity, and growth. As leaders, we can learn from Miranda's mistakes and strive to create a more
positive and supportive work environment.
