Hello!
I want to know what preventive measures an organization can take to ensure that employees do not leave the job without serving proper notice. What can an HR department do if an employee stops coming after receiving the salary and shows no interest in obtaining an experience certificate or release letter? This issue is mainly faced with employees under probation.
Kindly suggest some solutions to this problem as soon as possible, which should not demotivate the loyal employees.
Thanks and Regards,
Sudha
From India, Calcutta
1I want to know what preventive measures an organization can take to ensure that employees do not leave the job without serving proper notice. What can an HR department do if an employee stops coming after receiving the salary and shows no interest in obtaining an experience certificate or release letter? This issue is mainly faced with employees under probation.
Kindly suggest some solutions to this problem as soon as possible, which should not demotivate the loyal employees.
Thanks and Regards,
Sudha
From India, Calcutta
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You need to search for solutions from within rather than looking for it in rule books or in the fine print of contracts. Find out why the employees are leaving. Conduct exit interviews impartially to find out the reasons. Some of the common reasons for leaving jobs are lack of growth and learning opportunities, inadequate compensation, lack of a well-defined career path, etc. It is said that employees do not leave organizations, but they leave managers. Find out whether the supervisors who are entrusted with the job of grooming are contributing to employee turnover. You need to research the causes and take remedial measures. There is no press-button solution for this problem, and the solution may vary with the cause and the industry.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Hello Sudha,
Further to what B. Saikumar mentioned, suggest using the research facility at the top of this page - this topic was discussed quite a few times earlier. Some of the threads could lead you to inputs that could suit your specific situation.
Here are the links for a couple of earlier threads:
https://www.citehr.com/132830-preven...ng-notice.html
https://www.citehr.com/356117-what-e...ce-period.html
All the best.
Regards,
TS
From India, Hyderabad
Further to what B. Saikumar mentioned, suggest using the research facility at the top of this page - this topic was discussed quite a few times earlier. Some of the threads could lead you to inputs that could suit your specific situation.
Here are the links for a couple of earlier threads:
https://www.citehr.com/132830-preven...ng-notice.html
https://www.citehr.com/356117-what-e...ce-period.html
All the best.
Regards,
TS
From India, Hyderabad
Dear Sudha,
This is in addition to what previous members have said.
If employees are abandoning their employment, it goes to show the lack of engagement towards their work. Find out how many probationers left in the last year or two years. Try contacting them to determine the reasons for their departure. The reasons could include:
a) Better opportunities.
b) Mismatch in career aspirations and the job offered.
c) Wrong recruitment.
d) Maltreatment by superiors or managers.
e) Lack of role clarity; systems and processes not well-defined.
f) Lack of career planning, leading to doubts about growth.
g) Extreme cost-cutting measures.
h) Excessive workload causing inability to cope.
i) Lack of support from managers.
j) Poor brand image resulting in employees viewing the job as temporary.
k) Lack of organized training to build skills.
To enhance employee engagement, proper induction is crucial. Allow long-serving employees to interact with new hires or present the positive aspects of the company. Additionally, instill confidence in employees about their growth within the organization.
Another effective OD intervention is implementing a mentoring program, which is successful in mature organizations. Designing a Mentoring Program requires practice and may involve hiring external consultants.
Have you assessed the revenue loss due to employees abandoning their positions? Collaborate with the finance team to present the revenue leakage to top management.
Best regards,
Dinesh Divekar
+91-9900155394
From India, Bangalore
This is in addition to what previous members have said.
If employees are abandoning their employment, it goes to show the lack of engagement towards their work. Find out how many probationers left in the last year or two years. Try contacting them to determine the reasons for their departure. The reasons could include:
a) Better opportunities.
b) Mismatch in career aspirations and the job offered.
c) Wrong recruitment.
d) Maltreatment by superiors or managers.
e) Lack of role clarity; systems and processes not well-defined.
f) Lack of career planning, leading to doubts about growth.
g) Extreme cost-cutting measures.
h) Excessive workload causing inability to cope.
i) Lack of support from managers.
j) Poor brand image resulting in employees viewing the job as temporary.
k) Lack of organized training to build skills.
To enhance employee engagement, proper induction is crucial. Allow long-serving employees to interact with new hires or present the positive aspects of the company. Additionally, instill confidence in employees about their growth within the organization.
Another effective OD intervention is implementing a mentoring program, which is successful in mature organizations. Designing a Mentoring Program requires practice and may involve hiring external consultants.
Have you assessed the revenue loss due to employees abandoning their positions? Collaborate with the finance team to present the revenue leakage to top management.
Best regards,
Dinesh Divekar
+91-9900155394
From India, Bangalore
I agree with Sai and want to add to have an honest review of HR function and its elements like recruitment. Is there a mismatch between industry and people recruited or is it a problem of faulty organizational culture? Answers to these will give you the sought answers...
From India, Delhi
From India, Delhi
Employees want to be heard, treated with respect, valued, and allowed to be proud of what they do. You are apparently not treating them this way, probably using a top-down command-and-control approach to managing people that, by its nature, treats people with disrespect. This approach demotivates and disengages employees.
Meeting their needs is relatively easy to do. The last time I did so, my workforce of 1300 unionized people became highly motivated, highly committed, and fully engaged, literally loving to come to work and very thankful for being employed by us.
Change your ways!
Best regards,
Ben Simonton
http://www.bensimonton.com
From United States, Tampa
Meeting their needs is relatively easy to do. The last time I did so, my workforce of 1300 unionized people became highly motivated, highly committed, and fully engaged, literally loving to come to work and very thankful for being employed by us.
Change your ways!
Best regards,
Ben Simonton
http://www.bensimonton.com
From United States, Tampa
Before employees are employed they must sign an agreement or contract to work for a stipulated period before leaving the organization thereby preventing the fast turnover.
From Trinidad and Tobago, Chaguanas
From Trinidad and Tobago, Chaguanas
This is in addition to the previous post.
The best remedy is conducting impartial exit interviews, analyzing the data from the exit interviews, and taking concrete steps based on the analysis.
Furthermore, ensure that employees are familiar with the terms of their appointment letters by circulating emails within the organization.
From India, Pune
The best remedy is conducting impartial exit interviews, analyzing the data from the exit interviews, and taking concrete steps based on the analysis.
Furthermore, ensure that employees are familiar with the terms of their appointment letters by circulating emails within the organization.
From India, Pune
Please remember one basic philosophy: nothing is permanent in this world, including employee loyalty! The "other side of the meadow is always green"! During these days of hardship, it is quite natural for humans to be attracted by higher salary levels. If you can't afford to meet the employee's demands, it is quite natural that they will move on to another employer. As many learned co-professionals have opined, people leave organizations for various reasons, but money is the prime factor for a large percentage of employees. If the leak in the 'outlet' is huge, it's better to open the 'inlet' valve a little more.
Analyse the cause of attrition: which kind of employees, what cadres, what levels, which departments? You will notice a pattern if you analyze the figures from the last three years. Based on the analysis, take steps to reduce attrition. If it relates to policy measures, consult the management with your remedial suggestions.
Sometimes, the measures you propose to prevent employees from leaving the organization may not be acceptable to your management. Therefore, it will be crucial for you to engage in 'plainspeaking' with your management and address issues directly.
Best wishes
From India, Bengaluru
Analyse the cause of attrition: which kind of employees, what cadres, what levels, which departments? You will notice a pattern if you analyze the figures from the last three years. Based on the analysis, take steps to reduce attrition. If it relates to policy measures, consult the management with your remedial suggestions.
Sometimes, the measures you propose to prevent employees from leaving the organization may not be acceptable to your management. Therefore, it will be crucial for you to engage in 'plainspeaking' with your management and address issues directly.
Best wishes
From India, Bengaluru
Dear Sudha,
I totally agree with what every member has said earlier. It's time for you to act and find some solutions to prevent attrition rather than focusing on catching hold of the employees who are leaving. By asking "why" five times, you will discover solutions that are suitable for your organization.
Regards, Dennis.
From India, Kochi
I totally agree with what every member has said earlier. It's time for you to act and find some solutions to prevent attrition rather than focusing on catching hold of the employees who are leaving. By asking "why" five times, you will discover solutions that are suitable for your organization.
Regards, Dennis.
From India, Kochi
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