Some bosses ask, “My employee tendered their resignation, but now they’re misbehaving. Missing deadlines, gossiping, spreading negativity… What can the company do about this?”
If you ask me, ideally, get them out ASAP.
Letting that kind of attitude linger in the office like a virus is a very bad idea.
You can try negotiating to shorten their notice. And if they agree (because shortening a notice period requires both parties to agree), great!
If they don’t agree, and their remaining days aren’t long, offering garden leave is not a bad idea. I mean, who doesn’t want paid leave without showing up to work, right?
Then comes the next question: “Can we take disciplinary action instead?”
Absolutely. Even resigning staff are still employees until their last day.
But honestly… do you really want to waste time micromanaging someone who no longer plays a role in the company’s future? Tak bazir masa ke?
Now… there’s one more method. But it takes guts. And an experienced HR with a few scars.
AHA!
To learn that trick from my sleeves, come join me at HR Interrupted: Managing Discipline – my 2-day training for HR & people managers who want real-life tactics, not textbook BS.
I’ll show you how I’ve handled difficult employees in my 20 years in corporate.
Legally, confidently, and calmly – before they bring the whole team down.
📆 14th & 15th May, 2025 or 20th & 21st May, 2025
đź“Ť KL Eco City, Kuala Lumpur
đź”— Register here: https://docs.google.com/forms/d/e/1FAIpQLSfNwPLZ15ZcL8HQ8dJ0KjOuqRJr9vx8wXzBuzF8j_1aP-Bdjw/viewform?pli=1
xoxoxo, AuntyHR
20 years of hiring, firing & keeping HR out of IR Court
