Soical Compliance Auditing
Hr Consultant
Gm (hr)
Compliance Expertise In Labour Laws &
Hr Manager
+7 Others

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Dear Seniors,
This is a case which is causing serious problems to one of my friends..He is owning a s/w development co. Now a days this has become pretty regular process for him to see that, his employees are resigning to his co. and are joining his client's organizations.
What are the different ways to stop it??

Yes its True...and obviously they can move for their career growth.
1. U Should plan for employee engagements...motivate them and give Rewards and
2. U can stop them by signing a bond at their Joining time.
3. U Sholud have an eye on employees those who are more interacting with the

can we add any clause to the NDA which says he cannot join any of the clients he is working with?
I had heard this once (from my former employer) that you can sign a bond with your client reg the same. Please find out from some expert....
You should firstly make anti poaching agreements with your clients that they will not appoint your employees if approached. This reduces half the trouble. Next you should frame a exit procedure and enforce it by making your appointment orders more strict as regards following the exit procedure. Finally you should offer such benefits /compensation packages to your employees so as to prevent them from going in search of more lucrative jobs as soon as they join you. For this you should contemplate giving both a regular salary as well as a variable salary comprising of incentive which drives both ways thus rewarding good work while also punishing sloppy work. Once this is set in place both the employee as well as your company could grow better.
you improve your can have internal contract with your client that they should not appoint your employees.
if you are having any agreement as suggested that will be illegal.
any contract by which restraint someone to do any trade ,business or profession is illegal.
j s malik

First of all understand why they are leaving you and joining your clients company, work out a strategy and make course corrections in your systems, facilities and even compensation also.
As smar guy you can have a contact with one of the employee of your client and find out what the difference and act accordingly.
As rightly mentioned by some of our friends you can have an agreement with your client that they should not poach and induct your employees or even for a minimum of one year after leaving your company.
this may resolve your issues,
Thanks and regards - kameswarao

You can formulate an agreement with the client stating that they can't appoint any of your employees till six months of there resignation.
Mention the same information in the offer letter of employees as well to avoid such situations.

Dear , You can prepare NDA for your clients and as well as for your employees .Find attachment for NDA format Thanks, Shivani

Attached Files
File Type: doc NDA.doc (34.0 KB, 273 views)

Before initiating any action, it is advisable that exit interviews should be conducted and try to find out the reasons for frequent turnover of the employees. On the basis of conclusions of exit interviews necessary remedial action should be initiated.

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™