Nitin sharma Started The Discussion:
Hi!
I would like to understand the main reasons why any employee would leave without submitting his resignation?

What are the consequences of this type of an exit for the company and what can the HR deptt do to reduce such absconding exit cases (Employees leaving without submitting resignation)?
Posted 27th February 2006 From United States, Fairfield
sree 
Its very logical.
Employees leave mostly because they got a better job elsewhere. May be the present company is not paying well, or may be he does not like the industry, or may be he does not like his reporting manager, or may be he feels he’s being under-utilised…there are many reasons.
People leaving without resignations might be ones with less than one year of experience in that company. They might have got a better paid and more exciting job elsewhere as a fresher. So your certificate of employment would be of no use to them.

You can ask them to sign an agreement or conduct silent feedback serves and proactively provide what they want. Recruitment should be perfect so that you choose only them who you’ld believe would stay.
-----
sree
Posted 27th February 2006 From India, New Delhi
Hi Nitin Sharma,

There are various reasons thatswhy employees are leaving their jobs without submitting their resignation. It differs from employee to employee
and corporate to corporate.

But as per my experience with corporate, I observe following points for the above:

Employee Side:

1. Employee is not able to understand the responsibilities towards the organization.
2. He doesn't want to adjust with the system.
3. He may not be able to put 100% or even 50% in his dedicated responsibilities.
4. He may not getting the simple thing that he is there in the organization to solve the problems.
5. He may not seeing himself safe in that organization.

Employer's Side:

1. The corporate is not taking the proper care of the Employee.
2. It may not be able to solve the personal problem of its employee.
3. Corporate is not giving the proper training to its employee.
4. organization structure is not so good which is able to identify the exact problem of an individual employee.
5. Corporate's Performance Appraisal System may not be fair.

Well I given only those which I think are the major reasons behind leaving a job without resignations. There are alot more.

Thanks
Kranti
Posted 27th February 2006 From India, Calcutta
THis would normally happen when a the employee has decided to leave the job for good or when the new employer is not asking for a reference.

It reflects very badly on the employee and comes across as a very unprofessional approach
Posted 27th February 2006
Hi Nitin,

A good question..

My colleagues have provided their veiwpoints..which answers your question.

.

How to prevent such incurrences :-

* Educate the new comers about the same and their relevance to the Legal stand of view..

* If someone quits without resignation Letter..you can withheld his full & final settlement.

* Just follow the way i do..insist on the copy of acceptance of the resgnation letter before he/she joins you in the Offer letter.

* Set a strong example with these errants..who behave in this way..As rightly said one needs to punish those who fail in order to send the dtrsong message.

Cheers

Rajat
Posted 2nd March 2006 From India, Pune
Hi!

This situation will always happen in organizations that do not have clear policy and/ or employment contract, and do not orient the employee prior to their first day of work relative to their duties and organizational responsibilities.

Your Employment Contract (plus Eemployee Handbook) must clearly state the conditions of employment and the procedures for ending or terminating their employment. Without them, anyone can just walk away anytime they want and the company will be at a losing end.

In our part of the world, esp in the Employment Contract and Employee Handbook that we develop/ set up and/ or sell to our clients, these things are very clear and legally spelled out.

As a matter of fact, even our Labor Code stipulates that resigning employees must give their employees an advance 30-days notice (minimum) prior to resignation, otherwise they will lose their separation benefits, and can be sued by the employer for damages arising from a resignation without the required advance notice.

This matter must always be enforced by HR managers in their organization because of the following reasons:

1) Re-hiring good/ competent employees take time and the cost is high.
2) There is need for job/ responsibility turnover to the new staff.
3) There is a need for the resigning employee to clear himself/ herself from accountabilities, esp monetary and office equipment (e.g.laptap computer)
4) There is possibility that operation can be disrupted and the company will incurr penalties and losses, esp when the employee holds a highly technical position and training of new replacement is necessary to handle the job competently.

Best wishes.

Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Manila, Philippines
(helps improve corporate governance worldwide, esp in Asia and the Pacific Region)
Posted 2nd March 2006 From Philippines, Parañaque
Hi Ed,
Really wonderful inputs from you.
Please also let me know of some quickhit methods to solve this problem of absconding exits.

If anybody has done some project on similar stuff please let me know.

Thanks & Regards,
Nitin Sharma
Posted 24th March 2006 From United States, Fairfield
Hi there,
Have read all the responses forwarded thus far and while for the most part I agree with statements made, I would suggest to you that in truth you are dealing with "free will" adults who make choices based on their personal integrity and unless there is a legal requirement that you can persue for not giving "just notice" you might as well accept that these individuals have no intention of using your firm as a work reference and really don't care about burnt bridges.

It is a reality that all HR professionals face.
Best Regards,
Jo Verde
JeMM Consultants
www.jemmconsultants.com
Posted 31st March 2006 From Canada, Ottawa
Hi...

I think the solution of this problem does not lie with the company, the employee is leaving but it depends on the company the employee is going to join.
If the future employer asks for the relieving from the previous company, obviously he will need to submit his resignation and take full & final settlement from the previous company. Although the new employer may provide him sometime to make all clearances but tell the employee strictly that he will be required to leave the company if he does not submit the same within the stipulated time.
But in general practice, it is not happening. The reason is that a company hires a person which it needs very urgently or through some reference. So, they do not think of getting it checked whether the new employee joined had made all previous clearances or not.
To check all these, the employer should make a background check of all the new employees and the previous employer should send a letter to this effect that the employee has not made all clearances (If he knows where the employee has joined).

Regards,
VISHAL
Posted 31st March 2006 From United States
shamil 
hi,

why employees leave organiations could be analysed from different viewpoints as pointed out by the rest.

its always useful tomaintain a policy on employee resignation and on resignation letters this would enhance employer employee relations for the betterment of the both parties.

regards
Posted 1st April 2006 From Sri Lanka
Yes Vishal,

You are absolutely right. Until the Industry itself takes it seriously, this problem is not going to get solved.

These days even the big brands are not bothered to ask for the relieve letters. They recruit the candidates with out asking for them. In such a situation it is very obvious that the employees will take their present employers for granted and leave at their own will.

It's absolutely those companies to be blamed who follow these unethical practices.

SAI KIRAN
Posted 1st April 2006 From India, Hyderabad
Monaza 
Could you kindly elaborate what you meant by get a signature on acceptance of resignation upon acceptance of offer? Regards Monaza
Posted 6th March 2008
Hi

I am aneesh chandy doing my MBA HR project and i was asked to study the reasons of employees leaving the organisation. strictly their personal reasons i was asked to study.Talk about employees, leaving the organization.Classify the reasons such as Personal Factors, External factors, Internal factors, psychological factors etc.


Pls help me i am in utter confusion


with regards
Aneesh Chandy
Posted 12th April 2010 From India, Pondicherry
Dear All,

Please guide me in writing a letter to an employee who has resigned without giving the resignation and without notice period. According to the rules the employee has to pay one months’ salary if he/she leaves without giving one month’s prior notice.

Please do reply ASAP.

Thanks n Regards,
Ritambhara Agarwal
Posted 16th April 2010 From India, Meerut

Please go thru the attrition rate causes and how to reduce those in "ATTRITION" rate articles. Some reasons are:
1. Employees leave mostly because they got a better job elsewhere.
2. May be the employee does not like the industry.
3. May be the employee feels that he’s being under-utilised.

Now-a-days because of want of talent employee movement is more in the professional category and in administrative gategory in exceptional cases.

Those who leave are not bothered as their P.F is gaurded (AND CAN BE OBTAINED ANY TIME IN FUTURE) and those who recruit them are not bothered to look their past as they want their work to be done.





Posted 17th April 2010 From Saudi Arabia, Al Faruq
Dear All,

Thanks for your reply..it helps me a lot....Actually the employee was not from the same city...he left the organization by saying that he is not well and has been hospitalized...and from the last one month he is not in touch with the organization...according to the appointment letter he has to pay a months salary to the organization..so please help me in drafting a mail to him...we have already draft one letter and couriered him...the letter was as follows:

Dear_________,
This has reference to your Appointment Letter Dated ............
Calling upon you to submit a written explanation within 72 hours (3 days), for your continued absence, without any intimation. We note with regret that you have neither resumed your duties nor have you explained the reason for your continued, willful and unauthorized absence.
You are hereby informed that in case you do not respond to us with any satisfactory explanation for your continued absence from work within 3 days on receipt of this letter you will lose your lien on your service as a “Faculty” and it is deemed that you have abandoned the employment of your own accord.
Your legal dues will be settled by the Accounts department during working hours. You are advised to return all the company belongings to the Administrative officer.

You may collect your full & final settlement dues, if any, from the Accounts Department.


So plz guide me to draft a letter for his termination...
Posted 20th April 2010 From India, Meerut



 
 
 
 







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