A reader writes:
I have an employee who resigned by email two weeks ago. He sent his resignation by email to the head of HR, one of the VP’s, and the president of the company. Fast forward to last week, when the employee told us that he wants to stay. (Evidently he had a job lined up but it “fell through.” In this business, that usually means a failed drug test.) We’ve discussed it all week, and decided we don’t want to take him back. So, how do you terminate in this situation?
I answer this question — and four others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here.
Other questions I’m answering there today include:
- My interviewer wants a doctor’s note before they’ll reschedule my interview
- My manager copied and pasted someone else’s performance review into mine
- Manager is delegating management work to one of my coworkers
- My office is moving, and my commute will quadruple