Good afternoon.
Would like to have our esteemed seniors' views on "How to possibly stem abrupt exits in organizations" - are there any viable options? One suggestion, could PDCs (like those taken by financial lending organizations as surety) be considered and is a legal option? Can PDCs be considered as part of employment conditions as purely a deterrent? For example, if 02/03 months notice is required to exit, can PDCs be invoked and deposited in the bank to cover the shortfall of notice in terms of absconding of service from the employee's side? Kindly enlighten.
Thanks & Regards, Ravi
From India, Calcutta
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1Would like to have our esteemed seniors' views on "How to possibly stem abrupt exits in organizations" - are there any viable options? One suggestion, could PDCs (like those taken by financial lending organizations as surety) be considered and is a legal option? Can PDCs be considered as part of employment conditions as purely a deterrent? For example, if 02/03 months notice is required to exit, can PDCs be invoked and deposited in the bank to cover the shortfall of notice in terms of absconding of service from the employee's side? Kindly enlighten.
Thanks & Regards, Ravi
From India, Calcutta
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PDC is not a legal approach and it may be considered an extension of bonded labor. However, there are other approaches to either discourage exits without notice and reduce the impact in the workplace.
1. Try to understand the roles from which such exits happen frequently - study the underlying reasons such as paying a salary less than the market value, parity with competitors, working conditions, relationship with the manager, motivation in the workplace, etc.
2. Avoid undue dependency on one or two people for critical jobs. Plan backup resources and keep track of resources.
3. Make it clear that if the notice period is not served or the employee is not relieved through the proper channel, relieving letters/service certificates will not be issued.
From India, Bangalore
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1. Try to understand the roles from which such exits happen frequently - study the underlying reasons such as paying a salary less than the market value, parity with competitors, working conditions, relationship with the manager, motivation in the workplace, etc.
2. Avoid undue dependency on one or two people for critical jobs. Plan backup resources and keep track of resources.
3. Make it clear that if the notice period is not served or the employee is not relieved through the proper channel, relieving letters/service certificates will not be issued.
From India, Bangalore
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Dear Ravi,
If employees are routinely abandoning their employment, then it has become part of your organization's culture. Now, changing the organization's culture would be a herculean task. However, as a first step, you need to do a proper analysis of employee exits. The following could be the points:
a) Is it department-specific? If yes, then what designation?
b) Is it gender-specific? Is it age-specific?
c) What is the ratio of normal exit versus abandonment of employment?
d) What are the views of your management on the abrupt exit of employees? Do they take this nonchalantly?
Earlier, there was a similar query. I have given a variety of reasons for the abandonment of employment by employees. You may click the following link to refer to my reply:
https://www.citehr.com/433012-employ...ml#post1959617
Find out the reasons that are applicable to your company. Make an action plan and present it for management's approval. Leave the rest to the Almighty!
All the best!
Dinesh V Divekar
From India, Bangalore
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If employees are routinely abandoning their employment, then it has become part of your organization's culture. Now, changing the organization's culture would be a herculean task. However, as a first step, you need to do a proper analysis of employee exits. The following could be the points:
a) Is it department-specific? If yes, then what designation?
b) Is it gender-specific? Is it age-specific?
c) What is the ratio of normal exit versus abandonment of employment?
d) What are the views of your management on the abrupt exit of employees? Do they take this nonchalantly?
Earlier, there was a similar query. I have given a variety of reasons for the abandonment of employment by employees. You may click the following link to refer to my reply:
https://www.citehr.com/433012-employ...ml#post1959617
Find out the reasons that are applicable to your company. Make an action plan and present it for management's approval. Leave the rest to the Almighty!
All the best!
Dinesh V Divekar
From India, Bangalore
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