Hello, I would like to discuss a case involving an employee who has been working as a trainee in testing for six months and is feeling frustrated and uninterested in the role. The employee is also experiencing periods of idleness and feels that they are not as productive as he could be. However, the employee is currently on a bond period and wishes to resign.
As a first step, I have convinced the employee to take some time to consider his options. I have also offered the employee the opportunity to change his position and try working in development, but he is hesitant due to a lack of confidence in his skills. Suggest some ways to retain this employee.
From India, Kochi
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13As a first step, I have convinced the employee to take some time to consider his options. I have also offered the employee the opportunity to change his position and try working in development, but he is hesitant due to a lack of confidence in his skills. Suggest some ways to retain this employee.
From India, Kochi
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Hi,
"You can lead a horse to water but you can't make him drink" is a proverb that means you can give someone an opportunity but not force them to take it. When the employee is not willing to continue, there is no point in compelling him to do so just because he signed a Training Agreement.
The employee is not interested in Testing. You have given the option in development (which requires more hard work) but he is reluctant.
Now let's assume that out of your compulsion the trainee agrees to continue either in testing or development. After the completion of the training period, if he is still unproductive or average, all your efforts to train him, costs incurred, and manpower resources utilized will be meaningless.
So, my suggestion is to get a resignation letter from him and relieve him immediately.
Normally, it will happen in every trainee batch that 1 or 2 trainees will not show interest or will abscond in the middle. Be happy that within 6 months he had expressed unwillingness to continue. If it is after 1 year, it would be even worse.
From India, Madras
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"You can lead a horse to water but you can't make him drink" is a proverb that means you can give someone an opportunity but not force them to take it. When the employee is not willing to continue, there is no point in compelling him to do so just because he signed a Training Agreement.
The employee is not interested in Testing. You have given the option in development (which requires more hard work) but he is reluctant.
Now let's assume that out of your compulsion the trainee agrees to continue either in testing or development. After the completion of the training period, if he is still unproductive or average, all your efforts to train him, costs incurred, and manpower resources utilized will be meaningless.
So, my suggestion is to get a resignation letter from him and relieve him immediately.
Normally, it will happen in every trainee batch that 1 or 2 trainees will not show interest or will abscond in the middle. Be happy that within 6 months he had expressed unwillingness to continue. If it is after 1 year, it would be even worse.
From India, Madras
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SC - Trainee not employee.doc
Employee-retent ion-plan_1__185 .pdf