Departing Rants
Lisa
3 Comments
A reader asks:
Any thoughts of how to address (departing) employee rants broadcast widely via email? Thanks
If the departure was of his or her choosing, thank your lucky stars for their assistance in ridding your company of the bad, bad employee. If the departure was because of you, pat yourself on the back.
The terms of the departure, time between disparaging email and departure date, the content of the e-mail, the position, role or influence of the employee in question are a few of the things to consider but I would tend to give it very little response or reaction. Employees are smart people and the good ones will see right through it and give the negative comments of a parting employee the weight they deserve - none.
Comments anyone? Agreeing and dissenting opinions both welcome!
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Reader Comments (3)
You worry about the not-so-savvy folks. Or the ones who are just easily influenced. I don't think a follow up email would be necessary; why validate the rant with a written response. I might gather the leadership team most closely effected by this employee and just make sure that everyone is on the same page with their reactions. If the leadership all responds in a similar way, the people who didn't see through the remarks in the first place will then have examples to follow in how to react.
A simple shake of the head, and a "That's really a shame that 'Joe' feels that way. I just wish he could have shared his feelings in a more appropriate and productive way." Or something like that. Something that doesn't give too much weight to the comments but focuses the reaction on the act rather than the content.