Navigating Early Termination After Onboarding: Practical Steps for Freshers

Entering a new company as a fresher can be exhilarating yet daunting. The onboarding process serves as an essential step in your integration, laying down the groundwork for your professional journey. However, situations may arise where you consider leaving before you've had the chance to receive all necessary assets, such as a computer and accessories. In this article, we will explore the intricacies of early termination, provide practical solutions, and guide you on how to approach the process.

Understanding the Onboarding Process

The onboarding process is more than just a formality—it’s a critical phase that ensures you’re prepared to hit the ground running. Once you have successfully completed onboarding, you become an official member of the organization. This phase typically includes introductions to colleagues, training sessions, and familiarization with company policies and procedures.

Legal and Policy Considerations

Onboarding comes with specific legal and policy considerations. Companies often require new hires to sign various documents, including separation agreements and confidentiality and non-disclosure agreements. Once you have completed these formalities, leaving the organization before you’ve been rightfully processed can lead to complications and potential legal issues.

Formal Termination Process

There are two main ways to terminate your employment:

Through formal communication with HR: This is the recommended approach. It shows respect and allows for a constructive conversation. Communicate your decision to HR, and it might be a requirement to do this in writing via email or an internal HR system. They can guide you through the process and provide necessary documentation. Leaving on your own: This is often discouraged for various reasons, including possible repercussions such as legal action. It’s important to weigh the pros and cons before choosing this path.

Resignation Without Assets

Many fresher employees raise the issue of not receiving essential assets like a computer and accessories during onboarding. If this is your primary reason for considering resignation, it’s crucial to approach the matter with a pragmatic mindset.

Allow a reasonable waiting period: Understand that asset allocation can sometimes experience delays due to global supply chain issues, internal processes, or other unforeseen circumstances. Communicate with your manager: Speak to your reporting manager or HR to understand the reasons behind the delay and seek a resolution. Evaluate your priorities: Ensure that the delay in receiving assets is not just an excuse but a genuine issue affecting your role and responsibilities.

Embarking on the Resignation Process

Informing HR about your resignation is a relatively straightforward procedure:

Send a formal email: Clearly state your intention to resign in a professional and concise manner. Include your last day of work and any outstanding tasks or responsibilities. Initiate the exit process: If your company has an internal HR system, follow the appropriate steps to complete the exit procedure. Sign any necessary documents: Ensure you sign and return any required agreements or forms to clear any outstanding obligations.

Conclusion

Leaving a company before the onboarding process is complete or assets are allocated can have significant implications. It’s essential to navigate these situations with care and follow the appropriate procedures. Remember, early communication and a well-thought-out approach can facilitate a smoother transition and avoid potential conflicts.