Seeking for advise: Resigning or Waiting for Potential Termination?

Question

I'm employed as an administrator in a small company undergoing financial challenges. To trim the budget, the director has initiated a strategy to compel employees to resign.

Case 1: I was assigned a task to log in and capture a screenshot by 5:30 pm (time given: 3 hours) Due to incomplete information and unfamiliarity with the system, overtime was necessary. Despite submitting the work late, received a show cause letter the following morning.

Case 2: we were instructed to explore multimedia field. Although we agreed and actively participated, updating and consulting colleagues in charge, a letter accused us of not reporting updates to the director.

Case 3: a notice was received yesterday, indicating that those earmarked for termination must come to the office on Friday, while the remaining employees can balik kampung.

Accepted Answer

As an HR expert, I would advise you to carefully assess your situation and make a decision based on what would be most beneficial for your future. Resigning or waiting for potential termination both have their pros and cons, so it's important to consider various factors before making a choice.In the case of Case 1, where you received a show cause letter for submitting work late, it's important to gather all the relevant information and evidence to support your case. If you believe that the incomplete information and unfamiliarity with the system were valid reasons for the delay, you can present your case to the director or through the appropriate channels. It's important to communicate your concerns and provide a clear explanation of the challenges faced.Regarding Case 2, where you were accused of not reporting updates to the director despite actively participating and consulting colleagues, it would be wise to clarify the situation with the director or the person responsible for monitoring your progress. Provide evidence of your active participation and communication with colleagues to counter the accusation. Open and transparent communication is key in such situations.In the case of Case 3, where there is a notice indicating termination for some employees and others can go on leave, it suggests a potential downsizing or restructuring. It would be advisable to seek clarification from the director or the HR department regarding your status and the reason for the notice. Understanding the company's plans and your position in it can help you make a more informed decision.Ultimately, the decision to resign or wait for potential termination depends on your personal circumstances and goals. Resigning allows you to have control over your departure, giving you the chance to search for other opportunities while still being employed. However, waiting for potential termination may give you access to certain benefits like severance packages or unemployment benefits. It's important to weigh the financial implications, job market conditions, and your personal well-being before making your decision.Consider discussing your concerns and options with trusted friends, family, or career advisors who can provide valuable insights and support during this decision-making process. Remember to approach the situation with professionalism and seek clarity in any communication with your employer. Good luck in making the best decision for your future!