Handover of duties in the corporate ecosystem is a less-talked yet very important aspect to ensure smooth functioning of daily operations. Read further to know about its challenges, with some possible solutions.
In the corporate world, the handover of duties is a critical yet often overlooked aspect essential for the smooth continuation of business operations. This transition can occur due to various reasons such as role changes, internal transfers, promotions, or even departures.
Based on my extensive corporate experience spanning nearly two decades, it is evident that such handovers frequently encounter challenges. In scenario 1, the individual responsible for the handover may struggle due to new responsibilities, team integration, or lack of motivation to dedicate sufficient time to the transitioning party. Conversely, scenario 2, involving resignations or performance-related exits, poses even greater difficulties. During their notice period, departing employees may exhibit decreased commitment, making knowledge transfer arduous for project managers.
Effective handovers are pivotal to prevent operational disruptions and client dissatisfaction. Project managers play an important role in facilitating this process. Implementing a structured handover program is key. Regular check-ins with the transitioning individual, coupled with assessments of newly acquired tasks, help gauge comprehension levels. If uncertainties persist, reconnecting with the outgoing employee for clarification is essential.
Smooth transitions are imperative to uphold service quality and client satisfaction. Project managers must proactively monitor handovers to mitigate risks and ensure operational continuity. Prioritizing seamless transitions alongside daily operations is paramount for sustained success.
The onus of effective handover also lies upon the individual who is outgoing (through exit or department change or relocation or when going on a vacation), the HR managers, and the management team. The outgoing person in scenario 1 is still within the organization, hence he/she needs to consider the handover process seriously and execute it properly. Even if the person is on notice period, he/she is still within the company’s payroll and is supposed to fulfil all necessary tasks and responsibilities till the last working day (LWD).
However, I’ve often seen that a person on exit mode is taking things lightly, and even after being firmly told to cooperate by the operations manager and HR manager, nothing much changes. There remains an option to exit such a person before the actual LWD by adjusting Full and Final payment, but that does not help when it comes to getting the handover done properly.
That is where I feel that HR managers and management/leadership team need to play an important role by having a structure in place that will ensure the handover is well-executed. Their role could be more like an umpire or a referee, who would know the rules well and ensure that all associated people abide by them.
Prasenjit Das
Prasenjit is essentially a content person but was known in his corporate parlance as an empathetic people’s manager. He was the former Senior Operations Manager at Netscribes Data & Insights Pvt Ltd., India.
