Employment Separation and Termination

𝐓𝐡𝐢𝐧𝐤 𝐂𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐉𝐨𝐛𝐬 𝐖𝐢𝐥𝐥 𝐒𝐨𝐥𝐯𝐞 𝐘𝐨𝐮𝐫 𝐂𝐚𝐫𝐞𝐞𝐫 𝐅𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧? 𝐓𝐡𝐢𝐧𝐤 𝐀𝐠𝐚𝐢𝐧. Ever felt like you’re stuck in a loop — doing the same work, not growing, and definitely not being recognized? Truth - Switching jobs because you feel invisible at your current one isn't always the solution. In fact, it might just be a painkiller masking a deeper issue. Let me explain with a quick story: I spoke with a director 3 days ago. Brilliant at execution, consistent in delivery—but after 7 job changes in 20 years, the story was the same: “They don’t value me.” “No one promotes me.” “I’m doing more, learning less.” Sound familiar? We dug deep and found the real blocker wasn’t the companies. It was a lack of visible leadership skills—executive presence, strategic thinking, stakeholder management. 𝐓𝐡𝐞 𝐭𝐡𝐢𝐧𝐠𝐬 𝐭𝐡𝐚𝐭 𝐠𝐞𝐭 𝐲𝐨𝐮 𝐧𝐨𝐭𝐢𝐜𝐞𝐝 𝐚𝐧𝐝 𝐩𝐫𝐨𝐦𝐨𝐭𝐞𝐝, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐡𝐢𝐫𝐞𝐝. 𝐴𝑐𝑐𝑜𝑟𝑑𝑖𝑛𝑔 𝑡𝑜 𝐺𝑎𝑟𝑡𝑛𝑒𝑟 (2024):𝑂𝑛𝑙𝑦 29% 𝑜𝑓 𝑚𝑖𝑑-𝑐𝑎𝑟𝑒𝑒𝑟 𝑝𝑟𝑜𝑓𝑒𝑠𝑠𝑖𝑜𝑛𝑎𝑙𝑠 𝑑𝑒𝑚𝑜𝑛𝑠𝑡𝑟𝑎𝑡𝑒 𝑙𝑒𝑎𝑑𝑒𝑟𝑠ℎ𝑖𝑝 𝑟𝑒𝑎𝑑𝑖𝑛𝑒𝑠𝑠, 𝑒𝑣𝑒𝑛 𝑖𝑓 𝑡𝑒𝑐ℎ𝑛𝑖𝑐𝑎𝑙𝑙𝑦 𝑠𝑡𝑟𝑜𝑛𝑔. 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐜𝐨𝐦𝐞𝐬 𝐰𝐡𝐞𝐧 𝐨𝐭𝐡𝐞𝐫𝐬 𝐬𝐞𝐞 𝐲𝐨𝐮 𝐚𝐬 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐚 𝐡𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫. So if your answer is always “new job = new respect,” …pause and ask: Am I actually addressing the root problem? What to do instead? Build leadership traits that make you stand out. Learn how to navigate visibility, communication, and influence. That’s what moves you forward—not just sideways. To your success, Coach Vandana Dubey "Elevating Careers, Enriching Souls" Where Professional Growth Meets Personal Fulfilment! #CareerGrowth #LeadershipDevelopment #MidCareerProfessionals #ExecutivePresence #CareerAdvice

Before you say yes to that new job… pause. Is it really aligned with your long-term career goals—or just a quick escape from your current frustration? Switching jobs is one of the biggest decisions you’ll make. And I’ve seen too many professionals jump without a clear plan, only to find themselves stuck again a few months later. Here’s what I always advise my coaching clients to consider before making a move: ✅ Financial impact (beyond just salary) → Look at bonuses, stock options, insurance, PF, gratuity, relocation costs, etc. Do the full math. ✅ Long-term growth vs. short-term gains → Will this role grow your leadership, skills, and network—or just look good for now? ✅ Company culture & values → Read reviews, ask former employees, and observe how they treat their people. ✅ Work-life balance expectations → Are there real boundaries? Is remote work respected or just a checkbox? ✅ Job security & company stability → Check for layoffs, market shifts, funding stage, or industry disruptions. ✅ The team & leadership → Your manager can make or break your experience. Meet them first. Ask tough questions.  ✅ Commute, location, or relocation → Will this affect your family life, finances, or energy? ✅ Industry outlook → Is this a declining or growing industry? What trends are emerging? And finally… ✅ What you’re leaving behind → List your current growth, support system, brand equity, and what won’t come with you. 📌 Remember: Job switching isn’t a milestone, it’s a strategy. The right role should move you closer to your career spotlight, not sideways or backwards. ✨ Want a proven framework to evaluate job offers and land the right ones? Join my free webinar “Get Your Dream Job with My Career Spotlight Framework.” 🔗 Link is in the comments. Let’s make your next move your best one. #CareerGrowth #JobSearchTips #CareerClarity #CareerCoaching #CareerSpotlight #SwitchSmart

Your coworker bestie just got laid off. Here’s how to show up without saying “let me know how to help.” I’ve learned that the best support is specific, human, and consistent. Here are 6 ways to actually be helpful: 1. Offer specific help “Want me to review your resume or LinkedIn?” “Want me to connect you with my recruiter friend?” When you’re specific, they don’t have to carry the emotional labor of figuring out what to ask for. 2. Share job leads thoughtfully Don’t just send random links. Say, “This role made me think of you because it fits your experience in [X].” Tailored is better than volume. 3. Normalize the grief Say, “This sucks and you have every right to feel however you feel.” Before trying to fix it, hold space. 4. Brag about them Write a LinkedIn post about how brilliant they are. Tag them. Highlight their impact and skills. Visibility is support. 5. Send a little joy A meme. A playlist. A coffee gift card. A voice note. It’s not a fix, but it’s a reminder that they’re not alone. 6. Make plans that don’t involve work Go for a walk. Get lunch. Binge a show. Sometimes the most healing thing is being reminded they are more than their job. We rise by showing up for each other. Always. #theBOLDjourney #layoffs #careeradvice #support #jobsearch #microsoftlife #microsoft

'Just start your own company.' ❌ The WORST advice anyone facing job loss could receive. It's dismissive and shows a lack of understanding of the struggles and complexities of entrepreneurship. Not everyone wants to run their own business, nor do they have the skills, resources, or risk tolerance. Want to actually help a friend who lost their job? 🟢 Listen without judgment. 🟢 Support them emotionally. 🟢 Leverage your network to find potential opportunities. 🟢 Proofread their resume and cover letters. 🟢 Offer to conduct mock interviews. 🟢 Share relevant job postings you come across. Sometimes, the most powerful support comes from simply being present and offering practical assistance. Let's remember that everyone's path is different, and a listening ear paired with proactive support can make a world of difference during a difficult time!

For a long time, I assumed career progression meant leaving my job... That staying in an executive assistant role, really staying, for years was somehow settling. Nobody told me otherwise and I didn't see many examples that challenged it. Then I started paying attention to the EAs who hadn't changed their title in a decade. What they were actually doing looked nothing like where they'd started. Running operational strategy alongside senior leadership. Shaping decisions before they became decisions. Owning outcomes -not just tasks. Same job title- completely different career. The move hadn't come from a promotion or a step into a Chief of Staff role. It had come from a steady, consistent expansion of what they claimed ownership of and how they talked about the work. That's the part nobody maps out for administrative professionals. Career development in this profession rarely looks like a ladder. It looks more like a slow redrawing of the role from the inside. Has that ever been a real choice for you- or did it feel like the only option was out? #ExecutiveAssistant "Leaving isn't the only form of career progression. Sometimes the most significant move is redefining the version you're already working in."

In times of layoffs, it’s natural to want to help. But sometimes good intentions can miss the mark. Here are a few tips on how to show up with empathy, action, and respect. Let’s lift each other up the right way. ✅ Things to Do When Supporting Someone Who's Been Laid Off: 1. Reach out and check in: A simple “Thinking of you, here if you need anything” can mean a lot. 2. Listen without judgment: Sometimes people just want to vent. Resist the urge to immediately give advice. 3. Offer specific help: “Can I review your resume?” is more helpful than “Let me know if I can help.” 4. Reshare their posts: Amplify their visibility by engaging with and resharing their job search updates. 5. Share job leads or referrals: Even if it’s a small lead, pass it along. You never know what might help. 6. Be patient and inclusive: Invite them to networking events, community meetups, or online groups. 7. Respect their pace: Everyone processes a layoff differently. Some bounce back fast, others need time. ❌ Things Not to Do When Someone's Been Laid Off: 1. Don’t say “Everything happens for a reason.” It can come off dismissive when someone is still processing. 2. Don’t pressure them to be “productive.” Healing and regrouping is also part of the process. 3. Don’t make it about you. “When I was laid off…” can be helpful only if they ask for advice. 4. Don’t treat them like they’re broken. They’re still talented, capable professionals. 5. Don’t assume they’re available for free work. “Want to work on my startup?” without compensation isn’t support. To anyone navigating unexpected changes right now, please know this: a layoff is a chapter, not your story. You are still skilled, still valuable, still needed. Take a deep breath. Take time to grieve. But then, dust off that resume, tap into your network, and remember your worth. If you need eyes on your resume, a mock interview, or just someone to talk to- my inbox is open. You’ve got this. #Layoffs #Support #CareerGrowth

Money isn’t everything. Here's three times I took a lower-paying job to progress my career. 1️⃣ Lateral move to a bigger company I took a similar-level role at a larger organisation, even with lower pay, because I wanted exposure to a different field of HR and more long-term growth opportunities. 2️⃣ Jumping into a startup I left a comfortable job for the chance to build a People function from scratch. It was riskier, paid less upfront, but gave me skills I wouldn’t have gained otherwise. 3️⃣ Escaping a toxic workplace I walked away, took a part-time role building a People function at a startup undergoing acquisition, and focused on long-term opportunity over short-term income. Each of these moves set me up to earn more later — not because I chased higher salaries, but because I invested in the right experiences. But here’s the key: not every pay cut is a good move. Two things must be true before making a jump like this: ✅ Your life expenses need to be lower than your income (at the lower-paying job). Financial flexibility gives you options. ✅ The experience you’re gaining must be more valuable than what you're leaving behind. Have a goal in mind and choose opportunities that deliver on it. Would you take a pay cut for your career?

Taking a step back at the right time can be the most powerful step you can take, and sometimes the bravest. It is important to take the time occasionally and reflect on the impact our workplace has on our mental wellbeing. If you are dreading returning after some time, or even if you have just felt welcome relief from your role grinding you down throughout the year, it could be time to make a change. The image below from the awesome Michael James Schneider on Instagram says it all quite simply. A lot of people are hesitant to leave a role unless it is for a promotion, more money, or prestige, but if a workplace is damaging to you and your mental health, why stay. If your boss said I’ll give you a pay rise, but your mental health worse off in response, would you take it. Taking a step back or down should be a viable choice, without stigma. Those who have chosen to do so in the past grow from it and eventually look back at this as one of the most important turning points (for the better) in their career. If a workplace is damaging you or impinging on your mental or physical well-being, it can be difficult to ever fully recover. This is especially the longer you stay in those scenarios. I have left organisations that either didn’t align with my values or were straight out toxic environments that damaged myself and those around you. Those steps backs and away often involved significant salary drops or leaving without another role in place. However, for me they were the absolute right thing to do. I have never been in a stronger and safer physical and mental space, and aligning myself with employers that value my talent and me as a human as allowed me to excel and I now easily earn more than those roles I stepped away from. So have to courage to step back and away from damaging situations, even if you tell yourself it’s not damaging you, you won’t see the impact until you are removed from the situation. I know that not everyone financially can afford to make these decisions and that is why I advocate so strongly to make our workplaces mentally safe for all. However until that day comes, prioritising your mental health is the best career decision you can make. #career #careerbreak #mentalhealth #leadership #humanresources #whatinspiresme #selfcare

There is a point in every role where the question quietly shifts! At the beginning, you ask yourself what you can achieve, how fast you can grow, and how much impact you can create. Over time, that changes into something more subtle, and more important. Am I still learning, and am I still adding value in a way that matters. In business, especially in retail, it is easy to confuse stability with progress. The numbers may look consistent, the operations may run smoothly, and the environment may feel comfortable. But comfort is not always a sign of strength. Sometimes it is a signal that nothing is being challenged anymore. I have seen teams stay too long in roles where they stopped learning, and leaders stay in positions where they were no longer pushing the business forward. Not because they lacked capability, but because the environment no longer demanded it from them. That is where stagnation begins, and it rarely shows up immediately in the results. It shows up in slower decisions, weaker ideas, and a gradual loss of edge. The difficult part is that leaving is not always about walking away from a company. Sometimes it is about redefining your role, resetting expectations, or putting yourself back in situations where you are forced to think differently and operate at a higher level. The moment you stop learning, your relevance starts to decline. The moment you stop adding value, your position becomes replaceable. Strong careers are not built on staying long. They are built on staying useful. And knowing the difference is what separates movement from real progress. #Leadership #CareerGrowth #RetailStrategy #BusinessThinking

Absconding – HR Formalities & Procedure 1. Definition of Absconding An employee is considered absconding when they remain unauthorizedly absent for a continuous period (usually 3–7 working days, as per company policy) without intimation or approval and are unreachable. ⸻ 2. Initial Action by HR • Verify attendance records • Inform Reporting Manager / HOD • Try to contact the employee via: • Phone calls • WhatsApp / Email • Emergency contact 📌 Maintain call logs and communication proof ⸻ 3. First Notice – Absence / Warning Letter • Issue First Show Cause / Warning Letter • Mention: • Dates of unauthorized absence • Instruction to report to duty within a specified time (48–72 hours) • Consequence of non-response 📄 Mode: Email + Registered Post / Speed Post ⸻ 4. Second & Final Notice (Show Cause Notice) If no response: • Issue Final Show Cause Notice • Provide 7 days time to explain • Clearly mention possible termination due to absconding ⸻ 5. Declaration as Absconded If no reply or reporting: • Declare employee “Absconded from service” • Update status in: • HRMS • Attendance register • Payroll system ⸻ 6. Termination for Absconding • Issue Termination Letter for Absconding • Mention: • Policy clause • Non-response to notices • Effective termination date • No notice pay required (as per policy) ⸻ 7. Full & Final Settlement (F&F) • Pay only eligible dues: • Salary till last working day • Earned Leave (if applicable) • Deduct: • Notice period recovery • Advances / loans • Asset recovery 📌 Withhold experience letter 📌 Issue Service Certificate only if policy permits ⸻ 8. Statutory Compliance • Update: • PF exit date (Last Working Day) • ESIC exit (if applicable) • Maintain records for audit/legal compliance ⸻ 9. Documentation to Maintain ✔ Attendance records ✔ Call & email logs ✔ Copies of notices sent ✔ Postal acknowledgments ✔ Termination letter ⸻ 10. Important HR Best Practices • Follow natural justice • Never mark absconding without notice • Follow company policy & standing orders • Avoid verbal termination