Dear Seniors,
Some of our sales personnel have resigned soon after getting their salary. Now this has become a practice of resigning after getting the salary and wants immediate relieving. Some of them also not cooperating for handing over of responsibilities and not communicable. Need all your advice.
Regards
SKS
From India, Mumbai
2Some of our sales personnel have resigned soon after getting their salary. Now this has become a practice of resigning after getting the salary and wants immediate relieving. Some of them also not cooperating for handing over of responsibilities and not communicable. Need all your advice.
Regards
SKS
From India, Mumbai
This issue is faced majorly by all the organization & that is why lot of companies in mid 90's had come up with a policy of retaining some amount from salary & nowadays the same is practiced as performance incentive. Well, but the solution lies within. Can you elaborate your exit policies including probation period too and what reasons do you feel that employees in your organization are doing so. Are the team leaders/managers not able to sustain them.
Also refer this discussion thread, will help you a lot.
https://www.citehr.com/434933-how-co...scondance.html
From India, Ahmedabad
Also refer this discussion thread, will help you a lot.
https://www.citehr.com/434933-how-co...scondance.html
From India, Ahmedabad
This is the problem which every organisation faces I am agree with Mr. Mehta of retaining some amount from their salary which could be given as a retention bonus after the ti,me decided.
From India, Indore
From India, Indore
Dear member
I agree with Hiral and Suneeta , that almost all organisations are facing the same issue.
Would like to know as to what action did you take when first such incident happened ?
Did you let them go easily without followup or did you even inform their employers about the same. If you took it lightly the first time, the signal you sent was that such absconding was tolerated by the organisation and therefore now everybody is taking the same road.
All said and done you also need to analyze the root cause of such behavior
Regards
Preetam Deshpande.
From India, Mumbai
I agree with Hiral and Suneeta , that almost all organisations are facing the same issue.
Would like to know as to what action did you take when first such incident happened ?
Did you let them go easily without followup or did you even inform their employers about the same. If you took it lightly the first time, the signal you sent was that such absconding was tolerated by the organisation and therefore now everybody is taking the same road.
All said and done you also need to analyze the root cause of such behavior
Regards
Preetam Deshpande.
From India, Mumbai
Hi. All,
As we are from a premium category food product and a start up one our management dont want to be face to face with the existing employees and want to relieve them with a good note. The root cause is well known to our management i.e SELLS PRESSURE of a premium product. As the employee was incommunicable after sending his resignation we have marked him as ABSCOND and sent a registered letter with AD with an instruction to reply back within 15 days else we will goahead with the disciplinary action as appripriate. Hope this is OK. Pl let me know what to do next if he does not reply to our letter? We have already pout on hold his F&F. We are also aware where he has joined. Will his new employer take action if we inform them??
Regards
Sripati
From India, Mumbai
As we are from a premium category food product and a start up one our management dont want to be face to face with the existing employees and want to relieve them with a good note. The root cause is well known to our management i.e SELLS PRESSURE of a premium product. As the employee was incommunicable after sending his resignation we have marked him as ABSCOND and sent a registered letter with AD with an instruction to reply back within 15 days else we will goahead with the disciplinary action as appripriate. Hope this is OK. Pl let me know what to do next if he does not reply to our letter? We have already pout on hold his F&F. We are also aware where he has joined. Will his new employer take action if we inform them??
Regards
Sripati
From India, Mumbai
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How to Handle an Employee Resignation.doc