Dear Sir,
I need your help. In my organization, employees leave without giving prior notice by taking their appointment letter and informing us only after 2 to 3 days. Is there any alternative or solution for this issue?
With regards,
Dhanya
HR Department
From India, Mumbai
4I need your help. In my organization, employees leave without giving prior notice by taking their appointment letter and informing us only after 2 to 3 days. Is there any alternative or solution for this issue?
With regards,
Dhanya
HR Department
From India, Mumbai
Please issue the appointment letter once they finish at least 15 days in the company. Normally, what employees do is negotiate their salary with other employers based on the appointment letter. Though you can't stop them from leaving after 15 days, maybe within that time frame, they might realize that the company is good and decide to stick with it.
From India, Pune
From India, Pune
Hello Dhanya,
Apart from what Viraj mentioned (which is definitely a problem for HR), there's another aspect to it - something that pertains to you and/or your company. If it's a matter of one or two people behaving the way you said, it's understandable - like Viraj mentioned. But if that's becoming more of a process than a one-off situation, then maybe there could be something wrong within your company too? Just give it a thought. If needed - depending on the seriousness of how this problem is affecting the company - you can have a brainstorming session with the concerned department heads. I have seen it happen in some companies - hence suggesting it to you.
Regards,
TS
From India, Hyderabad
Apart from what Viraj mentioned (which is definitely a problem for HR), there's another aspect to it - something that pertains to you and/or your company. If it's a matter of one or two people behaving the way you said, it's understandable - like Viraj mentioned. But if that's becoming more of a process than a one-off situation, then maybe there could be something wrong within your company too? Just give it a thought. If needed - depending on the seriousness of how this problem is affecting the company - you can have a brainstorming session with the concerned department heads. I have seen it happen in some companies - hence suggesting it to you.
Regards,
TS
From India, Hyderabad
Dear Dhanya,
Appointment Letter should not be delayed. That would be unprofessional. Lack of proper induction and care for the new employees could be the real cause. Your Company may have to review its Recruitment Process also.
From India, Delhi
Appointment Letter should not be delayed. That would be unprofessional. Lack of proper induction and care for the new employees could be the real cause. Your Company may have to review its Recruitment Process also.
From India, Delhi
Hi I am new to HR Domain. Try to issue an Offer letter and engage in Probationary period for 3 months and issue the Appointment order after completion of initial period. Rgds Kumar.M HR exe.
From India, Visakhapatnam
From India, Visakhapatnam
Dear Dhanya The reason behind this could be many might be that the people are nat happy with the profile, or with the salary package or recruitment method needs change. Regards natasha
From India, Jamshedpur
From India, Jamshedpur
As rightly said above, people negotiate with the salary and make use of the appointment letter to quote their desired amount. This has become a common mindset among people. Firstly, they should not join if they do not agree with the salary. However, in haste, they join some company and later quit when they find a new job with higher pay.
What can be done is one can explain the positives of being with the company even though the salary is less and show them their career path. Conduct the induction properly and make them feel valued in the company even if they have just begun. Do not issue the appointment letter quickly. Communicate to them why you are not giving them the letter and let them know the issues you have faced after giving others the offer letter.
You cannot delay in providing them the letter, but once they have joined, give them the profile they expected. If they need to learn more to reach that stage, explain it to them accordingly.
You can try to do everything from your end, but if they still leave, you cannot do anything. Then just thank them for leaving within a month and not working for so many days that they had to be paid a salary.
Regards,
Ashlesha
From India, Mumbai
What can be done is one can explain the positives of being with the company even though the salary is less and show them their career path. Conduct the induction properly and make them feel valued in the company even if they have just begun. Do not issue the appointment letter quickly. Communicate to them why you are not giving them the letter and let them know the issues you have faced after giving others the offer letter.
You cannot delay in providing them the letter, but once they have joined, give them the profile they expected. If they need to learn more to reach that stage, explain it to them accordingly.
You can try to do everything from your end, but if they still leave, you cannot do anything. Then just thank them for leaving within a month and not working for so many days that they had to be paid a salary.
Regards,
Ashlesha
From India, Mumbai
Delay in issuing an appointment letter is not a good practice. It is suggested that you first issue an offer letter to the candidate and get the consent from the candidate regarding the salary, designation, etc., offered to him. Later on, you can ask him to submit the relieving letter from his earlier company at the time of joining and issue the appointment letter within a period of, say, two weeks.
By this time, you can also inquire about the person in his earlier company, which can give you an idea about his performance. Even after all these, if the person is leaving, we need to do some brainstorming and find a solution for the same.
Prasanth
From India, Mumbai
By this time, you can also inquire about the person in his earlier company, which can give you an idea about his performance. Even after all these, if the person is leaving, we need to do some brainstorming and find a solution for the same.
Prasanth
From India, Mumbai
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