Dear friends Quite often, we encounter staff leaving the company without serving notice right after the pay day. Do you any suggestions on how to prevent this? Thanks in advance
From Singapore, Toa Payoh
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From Singapore, Toa Payoh
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if you dont humilitate the person and give him the salary for additional das he worked. More over if he decided to leave compny why would he bother for this????
From India, Guwahati
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From India, Guwahati
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Very often, the employee just "disappears" for no obvious reasons. It is a matter of principles and contractual obligations. How would the employee feel if the employer decides to end the employment contract without serving the required notice?
From Singapore, Toa Payoh
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From Singapore, Toa Payoh
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I would say when we inform and leave honestly, we are harassed, and it becomes very difficult for the employee to join the new organization. I am going through this. I informed my employer that I am leaving and can't serve the notice period, and I am continuously being troubled since that day. I believe that leaving a company is one's own personal decision and it should be honored, isn't it? If we try to be good, then a good response is expected, not loads of troubles and insulting behavior.
Many people have suggested to me that I should have left without informing... What do you guys have to say about it now?
From India, Madras
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Many people have suggested to me that I should have left without informing... What do you guys have to say about it now?
From India, Madras
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First, check why the employee needs to leave the office. If it is an attitude problem that can be solved, then proceed to convince him to stay back. On an employer's view, it is better to relieve the person on the day he provides the resignation letter, as he can cause more harm to the company with the feeling that he is going to leave the job anyway.
From India, Madras
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5From India, Madras
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Hi,
In case he leaves the company without an intimation and proper relieving letter, it is understandable that he might have been with the company for a very short period only. If he does not require any relieving letter, his position is not as vital as the company's requirement. In these two cases, this is not a precarious or predicament situation for the management or the company. If a key person with more than six months of experience in the company leaves, there are concerns for the company to rethink their procedures and policies. All we can do is to withhold the relieving letter.
From India, Madras
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In case he leaves the company without an intimation and proper relieving letter, it is understandable that he might have been with the company for a very short period only. If he does not require any relieving letter, his position is not as vital as the company's requirement. In these two cases, this is not a precarious or predicament situation for the management or the company. If a key person with more than six months of experience in the company leaves, there are concerns for the company to rethink their procedures and policies. All we can do is to withhold the relieving letter.
From India, Madras
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It totally depends on the culture of the organization and the practices being followed by the HR Department. If the HR is strong and negotiating properly, then it's impossible that people won't serve the notice period. However, we also need to consider the fact that some jobs do not require long notice periods.
Fahd Khan Sherani
From Pakistan, Karachi
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Fahd Khan Sherani
From Pakistan, Karachi
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I would like to say, the moment any employee submits his resignation letter to his senior, it automatically becomes null, as the work we were handling together will come to a halt after some time (i.e., the last day of work). The senior won't accept the resignation letter unless it is beneficial to compare the present situation with the future one. If you are not beneficial, the senior might trouble you or try to convince you to stay back in the organization by assigning more responsibilities.
Regarding employees who are not interested in working with the management, they may choose not to serve the notice period after submitting the resignation letter to their senior/management.
Here, we can encourage employees to serve the notice period rather than leaving the organization without notice or absconding. Employees will appreciate HR/Management's effort to understand their reasons for seeking change. They can express their views, which will be considered to minimize the impact on existing employees.
If an employee decides to leave the organization, conduct an exit interview and have a 15-30 minute chat to gather feedback and consider implementing necessary precautions for the future.
Firstly, I appreciate all HR professionals who understand employee needs and act as a bridge between management/HOD and employees.
During meetings with employees to understand their perspectives, it's crucial to be a good listener and then take necessary actions.
By following these steps, I hope most employees will refrain from absconding from their duties and complete the full notice period after submitting their resignation letter.
From India, Hyderabad
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Regarding employees who are not interested in working with the management, they may choose not to serve the notice period after submitting the resignation letter to their senior/management.
Here, we can encourage employees to serve the notice period rather than leaving the organization without notice or absconding. Employees will appreciate HR/Management's effort to understand their reasons for seeking change. They can express their views, which will be considered to minimize the impact on existing employees.
If an employee decides to leave the organization, conduct an exit interview and have a 15-30 minute chat to gather feedback and consider implementing necessary precautions for the future.
Firstly, I appreciate all HR professionals who understand employee needs and act as a bridge between management/HOD and employees.
During meetings with employees to understand their perspectives, it's crucial to be a good listener and then take necessary actions.
By following these steps, I hope most employees will refrain from absconding from their duties and complete the full notice period after submitting their resignation letter.
From India, Hyderabad
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Dear All,
No employer wants their employee to leave the organization without serving the notice period. However, when it comes to hiring a new employee, they always want the new person to join as soon as possible and are ready to buy out the notice period. Ethics should be followed by both the employer and the employee.
In my current organization, we insist that the new person coming in serves the entire notice period in their current organization before joining us. Additionally, the notice period for an existing employee is waived only if they are leaving the organization to pursue higher education or due to medical reasons.
Regards,
Vaishali
From India, Mumbai
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No employer wants their employee to leave the organization without serving the notice period. However, when it comes to hiring a new employee, they always want the new person to join as soon as possible and are ready to buy out the notice period. Ethics should be followed by both the employer and the employee.
In my current organization, we insist that the new person coming in serves the entire notice period in their current organization before joining us. Additionally, the notice period for an existing employee is waived only if they are leaving the organization to pursue higher education or due to medical reasons.
Regards,
Vaishali
From India, Mumbai
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I agree with your point, Vaishali, that "Ethics should be followed by both employer and employee."
If a resigning employee provides inadequate notice, you may check some things like:
1. Advise that more notice is required and reach an agreement with the departing employee. This additional notice should be sufficient to give you the necessary time to recruit a suitable replacement or otherwise adapt to the departure.
2. When hiring, include a term that stipulates the notice the employee must provide on resignation, with the option of waiving the notice if it is not necessary or desirable at the time.
From India, Mangaluru
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If a resigning employee provides inadequate notice, you may check some things like:
1. Advise that more notice is required and reach an agreement with the departing employee. This additional notice should be sufficient to give you the necessary time to recruit a suitable replacement or otherwise adapt to the departure.
2. When hiring, include a term that stipulates the notice the employee must provide on resignation, with the option of waiving the notice if it is not necessary or desirable at the time.
From India, Mangaluru
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