Dear All,
I have a small company with 15 employees, and we are a fast-growing company. However, I have been facing an issue for the last 3-4 months. When we hire youngsters or freshers with 1-3 years of experience, they are not serious about the job. They resign without notice or suddenly disappear. After many calls, they mention that they are unable to come. It is difficult for us to handle projects because of this scenario.
Is there any policy I can apply or clause that can be included in the appointment letter regarding resignation without notice or resigning within a week or two? Any suggestions? Is this problem specific to the current generation, or am I unable to figure it out?
Thank you.
From India, Ahmadabad
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3I have a small company with 15 employees, and we are a fast-growing company. However, I have been facing an issue for the last 3-4 months. When we hire youngsters or freshers with 1-3 years of experience, they are not serious about the job. They resign without notice or suddenly disappear. After many calls, they mention that they are unable to come. It is difficult for us to handle projects because of this scenario.
Is there any policy I can apply or clause that can be included in the appointment letter regarding resignation without notice or resigning within a week or two? Any suggestions? Is this problem specific to the current generation, or am I unable to figure it out?
Thank you.
From India, Ahmadabad
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There are many reasons for high attrition rates. There may be problems with the current generation, but I doubt that is the real reason.
People don't like working for you by the sound of it, so you need to find out why. It could be salary, working conditions, opportunities for advancement, micromanaging, poor management, etc.
The other major reason for attrition is a poor recruitment and selection process. You may not be hiring the "right" people for your organization.
From Australia, Melbourne
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People don't like working for you by the sound of it, so you need to find out why. It could be salary, working conditions, opportunities for advancement, micromanaging, poor management, etc.
The other major reason for attrition is a poor recruitment and selection process. You may not be hiring the "right" people for your organization.
From Australia, Melbourne
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Hi Trupti,
John in Oz has given very good ideas. To start immediately, you can include a notice period pay in your policy (for a month or so). If they leave without completing exit formalities, hold onto their F&F. Make sure to inform about the new separation policy in your orientation session.
Secondly, talk to your ex-employees and try to understand why they left the company. Gather all the data, discuss it with your management, and start implementing the feedback as well.
From India, Pune
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John in Oz has given very good ideas. To start immediately, you can include a notice period pay in your policy (for a month or so). If they leave without completing exit formalities, hold onto their F&F. Make sure to inform about the new separation policy in your orientation session.
Secondly, talk to your ex-employees and try to understand why they left the company. Gather all the data, discuss it with your management, and start implementing the feedback as well.
From India, Pune
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Withdrawl of Resignation and Notice period.doc
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