Hi, I’m facing one issue with an employee joining after confirmation. We generally interview, and once selected, we will send a confirmation mail and get acknowledgement from the employee who accepts our offer. Later, once their joining date is near, and when enquired, they say they have got another offer and can’t able to join our firm. During this process, we lost time and effort. Is there any way to lock the employee from going away after confirmation?
From India, Hyderabad
From India, Hyderabad
Hi, While the employees signed Training Agreement / Indemnity Bond itself vanishing away in the middle of the employment there is no provision to keep check points for candidates after they accept the offer letter. Only thing you can do is to ensure that you fix salary on par with industry norms and assure opportunity for growth with unique welfare measures. During interview process you may project broader picture about the growth opportunities to the candidates.
From India, Madras
952From India, Madras
Dear Chandra,
This is in addition to what Mr Lakshminarayan has said.
I understand your concern. Companies spend a lot of time and money on onboarding candidates. If they leave too early, it puts the clock back and it prevents them from getting a return on their investment in the position filled.
Employee engagement depends on the quality of the company's administration and, above all, the organisation's culture. The causes of employee attrition are rooted in the organisation's culture. Therefore, I recommend that your company's leadership address the root cause rather than take traditional and superficial measures like introducing a lock-in period for employees.
While a measure of lock-in period may work, and employees may work until the completion of the specified period, this is only the physical engagement. For the organisation's growth, you need intellectually engaged people. They need to propose innovative ideas for the product or process improvements or customer satisfaction. Can you expect them to do this if they are engaged forcefully?
You have not mentioned your level in the organisation and the department you work in. However, if you work in the HR department, analyse the employee attrition. You could get some clues on why employees are not ready to work for a longer duration. Prepare a presentation to the top leadership and ask them what solution would they like to propose.
By the way, do you monitor your company's reviews on ambitionbox.com or mouthshut.com? These reviews also provide insights into the minds of the employees.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what Mr Lakshminarayan has said.
I understand your concern. Companies spend a lot of time and money on onboarding candidates. If they leave too early, it puts the clock back and it prevents them from getting a return on their investment in the position filled.
Employee engagement depends on the quality of the company's administration and, above all, the organisation's culture. The causes of employee attrition are rooted in the organisation's culture. Therefore, I recommend that your company's leadership address the root cause rather than take traditional and superficial measures like introducing a lock-in period for employees.
While a measure of lock-in period may work, and employees may work until the completion of the specified period, this is only the physical engagement. For the organisation's growth, you need intellectually engaged people. They need to propose innovative ideas for the product or process improvements or customer satisfaction. Can you expect them to do this if they are engaged forcefully?
You have not mentioned your level in the organisation and the department you work in. However, if you work in the HR department, analyse the employee attrition. You could get some clues on why employees are not ready to work for a longer duration. Prepare a presentation to the top leadership and ask them what solution would they like to propose.
By the way, do you monitor your company's reviews on ambitionbox.com or mouthshut.com? These reviews also provide insights into the minds of the employees.
Thanks,
Dinesh Divekar
From India, Bangalore
Chandra cited problem is another form of 'attrition' issues faced by many, big or small employers. There is no foolproof system to control exodus or 'absconding' even before the selected candidates join the selectors. Atleast to some extent employers can delay the attrition by engaging them under a bond, which again is not convenient and doubtful sure shot. There are more than one reason as our panelists pointed out for this state of affairs. I think the remedy lies within ourselves. As we know, there are various considerations like brand value, package size, geographical & other personal reasons and so on which causes these issues. Unless affected employers address these issues, may be individually in some cases, there eludes the remedy obviously. One solution could be building up strong panel in that order for invoking plan B.
From India, Bangalore
From India, Bangalore
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Ex Employee joining back..ppt
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