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
From Singapore, Toa Payoh
Very often, the employee just "disappear" 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
From Singapore, Toa Payoh
I would say , when we inform and leave honestly , we are harassed and it becomes very 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 and not loads of troubles and insulting behavior.
Many people have suggested me that I should have left without informing ...what you guys have to say on it now ??
From India, Madras
Many people have suggested me that I should have left without informing ...what you guys have to say on it now ??
From India, Madras
First check why the employee needs to leave the office, it it is an attitude problem that can be solved then proceed to convinve him to stay back. Or On an employer view, it is better to relieve the person right the day he provides the resignation letter as he can cause more harm to the company on the feeling that anyhow he is going to leave the job.
From India, Madras
5From India, Madras
Hi,
In case he leaves the company without an intimation and proper relieving letter, it is comprehensible that he might have been with the company for a very shorter 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 precarious or predicament situation for the management or the company. In case the key person with more than six months experience in the company, goes out and then there are concerns to the company to rethink their procedures and policies. All we can do is to hold the relieving the letter.
From India, Madras
In case he leaves the company without an intimation and proper relieving letter, it is comprehensible that he might have been with the company for a very shorter 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 precarious or predicament situation for the management or the company. In case the key person with more than six months experience in the company, goes out and then there are concerns to the company to rethink their procedures and policies. All we can do is to hold the relieving the letter.
From India, Madras
It totally depends on the culture of the organization and the practices being followed by the HR Dept, if the HR is strong and negotiating properly then it's impossible people don't serve the notice period but we also need to consider the fact that some jobs does not require long notice periods.
Fahd Khan Sherani
From Pakistan, Karachi
Fahd Khan Sherani
From Pakistan, Karachi
I would like to say, the movement any employee given his resignation letter to his senior person then automatically he will become null, because the work which we shared in our presence will be stopped after some time. (means the last day of work). Senior wont accpet the resignation letter untill unless we are benficail comparing to the present with the future one. if you are not beneficial then senior might trouble you or makes you to convince to stay back in the organization and he will try to give some more responsibilities
Coming to employees those who are not interested to work with the management then they will not serve the notice period after giving the resignation letter to his senior / management
Here we can encourage the employees to serve the notice period instead of leaving the organization with out notice or absconding. Employee feels very happy atleast Hr / Mangement wanted to know what made them for to look after the change.
thye can express their views and can be taken into consideration to not to impact with the existing emplopyees.
If not at the time of Employee leaving the organization take the Exit interivew and chat with them for about 15- 30 minutes and take the feedback and try to implement / take necessary precaution towrds the process.
first i do appreciate to all the HR to understand the employee need and then act as a representative between management / HOD and Employees
when we go for the meeting with the Employees to understand their views be a very good listener then take a necessary precaution.
By this i hope most of the employee will stop absconding from their duties and try to give the full notice period after giving the resignation letter.
From India, Hyderabad
Coming to employees those who are not interested to work with the management then they will not serve the notice period after giving the resignation letter to his senior / management
Here we can encourage the employees to serve the notice period instead of leaving the organization with out notice or absconding. Employee feels very happy atleast Hr / Mangement wanted to know what made them for to look after the change.
thye can express their views and can be taken into consideration to not to impact with the existing emplopyees.
If not at the time of Employee leaving the organization take the Exit interivew and chat with them for about 15- 30 minutes and take the feedback and try to implement / take necessary precaution towrds the process.
first i do appreciate to all the HR to understand the employee need and then act as a representative between management / HOD and Employees
when we go for the meeting with the Employees to understand their views be a very good listener then take a necessary precaution.
By this i hope most of the employee will stop absconding from their duties and try to give the full notice period after giving the resignation letter.
From India, Hyderabad
Dear All,
No employer wants his employee to leave the organisation without serving the notice period but when it comes to hiring new employee he always want him/her (new person) to join asap and is ready to buy the notice period. Ethics should be followed by both employer and employee.
In my current organisation we insist that the new person coming in serves the entire notice period in his current organisation and then join us.
Also, notice period for the existing employee is waived off only if he is leaving the organisation to pursue higher education or on medical grounds.
Regards
Vaishali
From India, Mumbai
No employer wants his employee to leave the organisation without serving the notice period but when it comes to hiring new employee he always want him/her (new person) to join asap and is ready to buy the notice period. Ethics should be followed by both employer and employee.
In my current organisation we insist that the new person coming in serves the entire notice period in his current organisation and then join us.
Also, notice period for the existing employee is waived off only if he is leaving the organisation to pursue higher education or on medical grounds.
Regards
Vaishali
From India, Mumbai
I agree with your point Vaishali "Ethics should be followed by both employer and employee."
If a resigning employee provides inadequate notice, you may check some things like:
1. Advice 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
If a resigning employee provides inadequate notice, you may check some things like:
1. Advice 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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