Dear Mentors, We are based out in Noida and are in Tolling Domain. we are facing issues related to non serving of notice period by our site engineers. In such cases, their F&F comes out to be negative as the notice period as per their appointment letter is 2 months and they don't serve it even for 1 month. We kept this 2 months because it is not easy to find the technical staff who can work on toll plaza sites and takes time for us also to find the suitable candidate suiting our requirements.
If we retain them by increasing salary, it will become a practice for all site engineers and also we will not be able to do it for everyone.
Kindly suggest how can we convince them to serve the full notice period?
From India, Delhi
If we retain them by increasing salary, it will become a practice for all site engineers and also we will not be able to do it for everyone.
Kindly suggest how can we convince them to serve the full notice period?
From India, Delhi
if the job contracts says that you have to compensate for not serving the notice period then legally you are liable to pay
From India
28From India
Hi,
Employee attrition is a common issue in all industries. One cannot eradicate it completely but can reduce the attrition percentage to a maximum possible end.
If Site Engineers are leaving then analyze the exit pattern. Are they leaving in short span from their date of joining or leaving after serving considerable years. Try to do a market study of salary of Site Engineers in Tolling Domain. Please check whether you compensation is on par with market standards. Though salary alone is not the reason for resignation it is the primary reason in most of the cases. So try to fix salary on par with your competitors or little above also as a strategy.
Next analyze on their work environment whether basic facilities are provided etc. Wherever improvement is needed, please implement it.
Conduct Exit Interview/ discussion session on their last working day. Talk to them - Make them feel free to talk to you. Get information as to why they leave - Listen to their suggestions - Don't hesitate to implement genuine ones.. subject to Employer feasibility.
The above are some steps you should think about and to implement. Changing the notice period to 2 months alone will not help. Need to find out the root cause for the issue and that needs to be addressed first.
From India, Madras
Employee attrition is a common issue in all industries. One cannot eradicate it completely but can reduce the attrition percentage to a maximum possible end.
If Site Engineers are leaving then analyze the exit pattern. Are they leaving in short span from their date of joining or leaving after serving considerable years. Try to do a market study of salary of Site Engineers in Tolling Domain. Please check whether you compensation is on par with market standards. Though salary alone is not the reason for resignation it is the primary reason in most of the cases. So try to fix salary on par with your competitors or little above also as a strategy.
Next analyze on their work environment whether basic facilities are provided etc. Wherever improvement is needed, please implement it.
Conduct Exit Interview/ discussion session on their last working day. Talk to them - Make them feel free to talk to you. Get information as to why they leave - Listen to their suggestions - Don't hesitate to implement genuine ones.. subject to Employer feasibility.
The above are some steps you should think about and to implement. Changing the notice period to 2 months alone will not help. Need to find out the root cause for the issue and that needs to be addressed first.
From India, Madras
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Employee Documents (Joining to Leaving).doc