Dear All,
Our company has a probation period of 6 months, and during this time, an employee can leave the organization without any notice. In this case, we don't have any hold on the candidate, and we face problems in recruiting new employees. We have a notice period for confirmed employees, and we don't encounter any issues there. However, is there anything that can be done regarding probationary employees?
Regards,
Byomjeet
From India, Delhi
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7Our company has a probation period of 6 months, and during this time, an employee can leave the organization without any notice. In this case, we don't have any hold on the candidate, and we face problems in recruiting new employees. We have a notice period for confirmed employees, and we don't encounter any issues there. However, is there anything that can be done regarding probationary employees?
Regards,
Byomjeet
From India, Delhi
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Hi Byomjeet,
The solutions I can suggest are as follows:
During the induction, make sure you stress the ethical values and ensure that your employees understand that at least 15 days' notice has to be given by the employee during the probation period. Also, make sure they understand the exit policy of your company.
You can issue a circular wherein the employees who don't adhere to the exit policy would be blacklisted in your company. Additionally, a regularly updated list would be sent to your clients and vendors in the known domain market.
The third solution would be to have a regular briefing of the new joiners who are in the probation period and appreciate their efforts. (This is more like a preemptive solution.)
Try to involve the joiners in new projects where they can learn. Some IT companies use this as a solution even though they don't pay as much to new people as their competitors.
More often than not, such a situation arises in companies where the employees are not paid as much by a competitor or the current pay scale. Hence, arrange to design a better increment and appraisal system wherein the employee is sure that after his probation, he is going to be paid as well as any other firm would pay.
Regards,
AJ
From India, Thana
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The solutions I can suggest are as follows:
During the induction, make sure you stress the ethical values and ensure that your employees understand that at least 15 days' notice has to be given by the employee during the probation period. Also, make sure they understand the exit policy of your company.
You can issue a circular wherein the employees who don't adhere to the exit policy would be blacklisted in your company. Additionally, a regularly updated list would be sent to your clients and vendors in the known domain market.
The third solution would be to have a regular briefing of the new joiners who are in the probation period and appreciate their efforts. (This is more like a preemptive solution.)
Try to involve the joiners in new projects where they can learn. Some IT companies use this as a solution even though they don't pay as much to new people as their competitors.
More often than not, such a situation arises in companies where the employees are not paid as much by a competitor or the current pay scale. Hence, arrange to design a better increment and appraisal system wherein the employee is sure that after his probation, he is going to be paid as well as any other firm would pay.
Regards,
AJ
From India, Thana
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