10 Ways People Battle 'Short-Timers' Disease

When serving their retirement notice, employees tend to suffer from the “short-timer” syndrome, with productivity dropping to an all-time low. Whether it’s the prospect of retirement or finding newer, better employment opportunities, there are countless reasons for this decline in activity. However, companies can make the most of this period by utilizing effective tactics.

1. Staying Busy

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Believe it or not, being a busybody helps. Encouraging and motivating your employees to keep going about their current tasks can make time go by faster for them as well as the company.

One person speaks from experience, “While it is not feasible to put the thought of leaving a job for a new opportunity completely out of your head, you’ll find it much easier if you are concentrating on tasks that you want to get done before you leave!”

2. Handover Hustle

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Companies can deal with such employees effectively by planning a thorough handover document. It can include a list of all their tasks, projects, and critical contracts. Such a document will help ensure an employee’s knowledge is transferred before they take their leave.

3. A Pleasant Farewell

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Professional departures should always end on a good note. It’s important to remember that this period can be stressful, especially if an employee is leaving involuntarily or due to unforeseen circumstances.

If they’re leaving because they found a better opportunity, the last thing you want to do is guilt trip them into thinking they’re selfish or irresponsible. It will only make their performance dip.

4. Outplacement

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Outplacement programs are crucial in dealing with cases of redundancy. This service helps exiting employees transition smoothly into newer work. If they’ve been laid off, such programs can also be an imperative source for finding new employment.

5. Exit Interview

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As you bid farewell to your employee, the notice period can be a helpful opportunity to explore unknown aspects of their experience. Instead of treating this time as a buffer period, scheduling an exit interview can help HR gain more perspective into the employees’ opinions of the company. Such an opportunity can also lead to crucial feedback for the company.

6. Realistic Workload

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Based on the employee’s unique position in the company, it may be possible that they are handling several projects during their notice period. You might even find them doing many things outside of their job description. Now is the time to step in and reallocate their workload so that projects are effectively wrapped up without putting too much pressure on the exiting party.

7. Prioritization

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When reducing the departing employee’s workload, it’s also important to prioritize which tasks they are handling in their notice period. It is best to redirect their energies to projects that only they can manage instead of making them juggle additional tasks that others could operate just as well.

8. Workflow Wiz

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Getting a list of your employee’s tasks and projects isn’t enough. What they bring to the table isn’t just a set of completed jobs but also their unique experience. During their notice period, document their workflow and best practices, including shortcuts, so your team isn’t at a disadvantage after they’re gone.

9. Reminding Them of Their Importance

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The corporate world can be grueling, and organizations tend to commit the grave mistake of treating their employees as disposable. While giving time and energy to your departing employees may not seem attractive, it is essential to note that they will always represent your brand, even after they’re gone.

10. Training Time

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If the tasks go way beyond the notice period, conduct a thorough handover or encourage the new person to work alongside the departing employee. This will also make the departing employee’s notice period more productive and meaningful as they will be imparting their knowledge.