Hi Seniors,
Greetings!!!
I am here with a situation in my organization of an IT product and service based company with a stable count of 35 employees, where in from last 8 months there are five employees absconded with out giving any notice or reasons for such action( we have 60days of Notice period to be serve).
5 out of 35 people is a huge rate of abscond and I would like to control it instead avoid such occurances in future. So, I would like to know what will be the possible options I need to work on to control the same.
Look forward for your valuable inputs.
From India, Bangalore
40Greetings!!!
I am here with a situation in my organization of an IT product and service based company with a stable count of 35 employees, where in from last 8 months there are five employees absconded with out giving any notice or reasons for such action( we have 60days of Notice period to be serve).
5 out of 35 people is a huge rate of abscond and I would like to control it instead avoid such occurances in future. So, I would like to know what will be the possible options I need to work on to control the same.
Look forward for your valuable inputs.
From India, Bangalore
Hi Aisha
First identify the route clause for abscond. There my be many reasons. Start counseling the employees regularly and identify the issues they are facing. Start rewards and recognition plans. Motivate the employees. There are even many other options
From India, Bangalore
First identify the route clause for abscond. There my be many reasons. Start counseling the employees regularly and identify the issues they are facing. Start rewards and recognition plans. Motivate the employees. There are even many other options
From India, Bangalore
Aisha,
From experience I can say that when an employee wants to quit, there's nothing you can do to stop them. However at the same time there are some safety or caution nets which can be applied.
Open communication is your best friend. Try and establish a good line of communication with employees. Visit with members and build a rapport with them. Even if they decide to quit, give them options and find out if anything can be done to change their minds.
As the user above mentioned, reward employees either monetarily or otherwise. Create a fun atmosphere at work. Share inspiring details with them and so on...
All the Best!
From India, Mysore
From experience I can say that when an employee wants to quit, there's nothing you can do to stop them. However at the same time there are some safety or caution nets which can be applied.
Open communication is your best friend. Try and establish a good line of communication with employees. Visit with members and build a rapport with them. Even if they decide to quit, give them options and find out if anything can be done to change their minds.
As the user above mentioned, reward employees either monetarily or otherwise. Create a fun atmosphere at work. Share inspiring details with them and so on...
All the Best!
From India, Mysore
Dear Aishaji
This is the comman problem facing the personnel & HR, i think at this situation they are confirmed with other job or they facing actual family problem or they are not comfort with the behavior of boss or your hr policies.
at this situation first clarify the what type of problem they are facing.
regards
Niraj Kumar
Administration Dept.
Simplex Infr. Ltd.
From India, Bhopal
This is the comman problem facing the personnel & HR, i think at this situation they are confirmed with other job or they facing actual family problem or they are not comfort with the behavior of boss or your hr policies.
at this situation first clarify the what type of problem they are facing.
regards
Niraj Kumar
Administration Dept.
Simplex Infr. Ltd.
From India, Bhopal
Dear Aisha,
First thing employee(s) should comfort with the organization as well as their senior, second thing is that they are meeting out their requirement with the job, third thing they are fully satisfied with the job.
If one thing also absence their physically presence will be there, they will be mentally absent.
Hence we should try to get them satisfied and their presence at the work site should mentally as well as physically.
Regards,
Hemant Soni.
Accounts and Admin. Office
Artson Engineering Ltd.
A subsidiary of TPL
From India, Malappuram
First thing employee(s) should comfort with the organization as well as their senior, second thing is that they are meeting out their requirement with the job, third thing they are fully satisfied with the job.
If one thing also absence their physically presence will be there, they will be mentally absent.
Hence we should try to get them satisfied and their presence at the work site should mentally as well as physically.
Regards,
Hemant Soni.
Accounts and Admin. Office
Artson Engineering Ltd.
A subsidiary of TPL
From India, Malappuram
Hi Aisha,
Respecting what others said, I have few things to ask about the absconding employees;
1. What percentage are probationary employees & what percentage are confirmed employees?
2. What is the average experience in terms of number of years these employees would have i.e. are they freshers or between 01year to 03 year or above 03 year?
3. Are these abscoding employees from one department?
If you identify these three things and mention here it is further easy for members to guide you in right direction.
But that is for sure that such employees are not needing the experience & relieving letter from your company. What policy have you framed for exiting employees apart from 2 months notice? Can you pl elaborate that too. Is the notice period same for employees serving probation & for the confirmed one. Also for fresher & the experienced one?
Motivating, rewards & recognition, open forum are all ok but unless the working condition or organization culture is not healthy things would not work. Identify what kind of atmosphere prevails within & across departments. I feel there is communication gap between the higher authorities and the team members.
But I would like to comment on anything only after having these details.
Regards,
Hiral
From India, Ahmedabad
Respecting what others said, I have few things to ask about the absconding employees;
1. What percentage are probationary employees & what percentage are confirmed employees?
2. What is the average experience in terms of number of years these employees would have i.e. are they freshers or between 01year to 03 year or above 03 year?
3. Are these abscoding employees from one department?
If you identify these three things and mention here it is further easy for members to guide you in right direction.
But that is for sure that such employees are not needing the experience & relieving letter from your company. What policy have you framed for exiting employees apart from 2 months notice? Can you pl elaborate that too. Is the notice period same for employees serving probation & for the confirmed one. Also for fresher & the experienced one?
Motivating, rewards & recognition, open forum are all ok but unless the working condition or organization culture is not healthy things would not work. Identify what kind of atmosphere prevails within & across departments. I feel there is communication gap between the higher authorities and the team members.
But I would like to comment on anything only after having these details.
Regards,
Hiral
From India, Ahmedabad
Hi Hiral,
Thanks for asking such a clear view. Please find the below details asked for.
1. Percentage of Probation: As ours is a start up company of Web applications Development Company, currently we have 27 member team, in which 1-HR,1-Accountant, 5-Sales and 17-Developers and 3-Designers. Out of only 8 people are conformed employees and the rest all are on Probation upto date and the probation duration in our organization is 6 months.
2. Average Experience: Developers and Designers: 2.6 - 4 years, Sales- 0.0-2 years
3.All absconded people are from Developers and Designers team.
Please consider the above details and let me know, What best I can do to improvise the situation.
Regards,
Aisha.K
From India, Bangalore
Thanks for asking such a clear view. Please find the below details asked for.
1. Percentage of Probation: As ours is a start up company of Web applications Development Company, currently we have 27 member team, in which 1-HR,1-Accountant, 5-Sales and 17-Developers and 3-Designers. Out of only 8 people are conformed employees and the rest all are on Probation upto date and the probation duration in our organization is 6 months.
2. Average Experience: Developers and Designers: 2.6 - 4 years, Sales- 0.0-2 years
3.All absconded people are from Developers and Designers team.
Please consider the above details and let me know, What best I can do to improvise the situation.
Regards,
Aisha.K
From India, Bangalore
Hi Aisha,
See your 50% problem is solved here. It is not only organization culture or open forum which is a problem else employees from other department too would have absconded.
With due respect (pl note this is my perception) I've observed that Developers (ought to be most logical) are least logical and practical. For them policies & procedures are only those that they form & not which the company forms.
Well lets come to your point, Developers & designers are more concerned about technology & their skills upgrading with new technology. Is your company working on older platform? If yes, you cannot help as this will be management decision. In case no, then a team of 20 developers + designers need to be organized in terms of proper & equal opportunity platform. What is pulling my attention is that only 8 employees out of the total strength are CONFIRMED !!! For sure new incumbent is not able to visualize his GROWTH. One more thing you need to observe is that (I am sure) these absconding employees are probationary employees only. Very frankly, no company issues experience certificate to probationary employees even if they serve proper notice period and the fact is also known to your employees & hence they are not serving so. Again, 2 months notice for probationary employees is something not acceptable at all. You need to reduce that to 15 days. For confirmed employees you can have 2 months notice.
First thing, reduce your probation period to 3 months. Second, check the kind of bonding these employees have within their department. Is it that there are few handpicked employees who are spoiling the culture & badmouthing your company in front of other colleagues. Thirdly, show a growth path to every new incumbent (succession planning) after probation. I am sure you'll find difference.
From India, Ahmedabad
See your 50% problem is solved here. It is not only organization culture or open forum which is a problem else employees from other department too would have absconded.
With due respect (pl note this is my perception) I've observed that Developers (ought to be most logical) are least logical and practical. For them policies & procedures are only those that they form & not which the company forms.
Well lets come to your point, Developers & designers are more concerned about technology & their skills upgrading with new technology. Is your company working on older platform? If yes, you cannot help as this will be management decision. In case no, then a team of 20 developers + designers need to be organized in terms of proper & equal opportunity platform. What is pulling my attention is that only 8 employees out of the total strength are CONFIRMED !!! For sure new incumbent is not able to visualize his GROWTH. One more thing you need to observe is that (I am sure) these absconding employees are probationary employees only. Very frankly, no company issues experience certificate to probationary employees even if they serve proper notice period and the fact is also known to your employees & hence they are not serving so. Again, 2 months notice for probationary employees is something not acceptable at all. You need to reduce that to 15 days. For confirmed employees you can have 2 months notice.
First thing, reduce your probation period to 3 months. Second, check the kind of bonding these employees have within their department. Is it that there are few handpicked employees who are spoiling the culture & badmouthing your company in front of other colleagues. Thirdly, show a growth path to every new incumbent (succession planning) after probation. I am sure you'll find difference.
From India, Ahmedabad
Hi Mr.Hiral Mishra,
Thanks for the analysis and sorry for the late reply.
But, as our is a start up company and have only required resources, frankly less than required, each and every employee role is key and we require evry one at most. SO, if we reduce two months Notice to 15days, we may not get sufficient time to replace the employees with in this short period of time. And it will provide an advantage to the employees, for the people who are looking for temporary jobs , aiming for the better opportunity with Level 5 and all, or who have just joined with us and trying to cope up with the our organizational practices, reason being During initial days, every employee has to establish them self in the organization and faces challenges during this tenure. I guess, this 15 days notice period concept may provoke them in another way.
So, consider the above situation and put your views on the same.
From India, Bangalore
Thanks for the analysis and sorry for the late reply.
But, as our is a start up company and have only required resources, frankly less than required, each and every employee role is key and we require evry one at most. SO, if we reduce two months Notice to 15days, we may not get sufficient time to replace the employees with in this short period of time. And it will provide an advantage to the employees, for the people who are looking for temporary jobs , aiming for the better opportunity with Level 5 and all, or who have just joined with us and trying to cope up with the our organizational practices, reason being During initial days, every employee has to establish them self in the organization and faces challenges during this tenure. I guess, this 15 days notice period concept may provoke them in another way.
So, consider the above situation and put your views on the same.
From India, Bangalore
Hi Aisha,
The point is not for your company the employee is important. The point is that he has an offer on hand which is with higher package, possibly brand & ALL THE MORE DOES NOT REQUIRE RELIEVING & EXPERIENCE CERTIFICATE. With less then 6 months experience at times most of candidates do not show / mention that experience in their CV. Which means that new employer would not want experience or relieving letter. Again there is no question of BC as your companies name would not be mentioned in his profile.
So, try to convince your management that practically even if all the employees are important, have a buffer of same profile or short list some candidates for each role. And hiring ONE additional manpower in only one department is not going to be a burden for start up company as well. See if you agree to the logic & works for you.
From India, Ahmedabad
The point is not for your company the employee is important. The point is that he has an offer on hand which is with higher package, possibly brand & ALL THE MORE DOES NOT REQUIRE RELIEVING & EXPERIENCE CERTIFICATE. With less then 6 months experience at times most of candidates do not show / mention that experience in their CV. Which means that new employer would not want experience or relieving letter. Again there is no question of BC as your companies name would not be mentioned in his profile.
So, try to convince your management that practically even if all the employees are important, have a buffer of same profile or short list some candidates for each role. And hiring ONE additional manpower in only one department is not going to be a burden for start up company as well. See if you agree to the logic & works for you.
From India, Ahmedabad
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