Hello !
I want to know what are the preventive measures that an organization can take to ensure that employees do not leave the job without serving proper notice? What can a HR department do if an employee stops coming after getting the salary and if that person does not care about getting an experience certificate or release letter. This problem is being faced mostly from the employees under probation.
Kindly suggest some solution to this problem asap which should not demotivate the loyal employees.
Thanks and Regards,

From India, Calcutta
You need to search for solutions from within rather than looking for it in rule books or in the fine print of contracts. Find out why the employees are leaving. Conduct exit interviews impartially to find out the reasons.Some of the common reasons for leaving the jobs are lack of growth and learning opportunities, inadequate compensation, lack of well defined career path etc.. It is said that employees do not leave organisations but they leave managers.Find out whether the Supervisors who are entrusted with the job of groming, are contributing to the employee turn over. You need to research the causes and take remedial measures. there is no press-button solution for this problem and the solution may vary with the cause and the industry.
HR &Labour Law advsior

From India, Mumbai
Hello Sudha,
Further to what B.Saikumar mentioned, suggest use the reSearch facility @ the top of this page--this topic was discussed quite a few times earlier. Some of the threads COULD lead you to inputs that could suit YOUR Specific situation.
Here are the Links for a couple of earlier threads.
All the Best.

From India, Hyderabad
Dear Sudha,

This is in addition to what previous members have said.

If employees are abandoning their employment then it goes on to show to the lack of engagement towards their employment. Find out how many probationers left in the last one year or two years. Try contacting them. Find out the reasons of their leaving. The reasons could be:

a) Better opportunity

b) Mismatch in their career aspiration and the job that you offered

c) Wrong recruitment

d) Maltreatment by the superiors or managers

e) Lack of role clarity. Systems and processes not well defined

f) No career planning made. They have doubt on their growth

g) Extreme stinginess in the name of "cost cutting"

h) Excessive workload. Probationers are unable to cope with the load

g) Lack of support from their manager. This is because managers says, "Who supports me so that I should support you?"

h) Your organisation does not have good brand image. Probationers join only to gain some money till they get another job. For them it is just "time pass".

i) No organised training. Organisation did not take efforts to build skills in them.

To improve the employee engagement, you need to have proper induction also. Let long serving employees come and talk to them or give them presentation on the positive side of the company. Secondly, you need to give them confidence that they will grow in your company.

Another important OD intervention that you can launch is introduction of Mentoring programme. However, be it noted that this programme succeeds provided your organisation is quite mature. Secondly, mentoring is not child's play and your management should not hold their hand back in hiring external consultant. Designing Mentoring Programme requires good amount of practice.

Have you measured loss of revenue because of abandonment of the employment by the probationers? Take help of finance and jointly make a presentation and show it to your top bosses the leakage of revenue that is taking place because of their abandonment.


Dinesh V Divekar

From India, Bangalore
I agree with Sai and want to add have an honest review of HR function and its elements like recruitment. Is there a mismatch between industry and people recruited or its a problem of faulty organisational culture?
Answers to these will give you the sought answers......

From India, Delhi
Employees want to be heard, treated with respect, valued and allowed to be proud of what they do.
You are apparently not treating them this way, probably using a top-down command and control approach to managing people that by its nature treats people with disrespect. This approach demotivates and disengages employees.
Meeting their needs is relatively easy to do. The last time I did so my workforce of 1300 unionized people became highly motivated, highly committed and fully engaged literally loving to come to work and very thankful for being employed by us.
Change your ways!
Best regards, Ben Simonton

From United States, Tampa
Before employees are employed they must sign an agreement or contract to work for a stipulated period before leaving the organization thereby preventing the fast turnover.
From Trinidad and Tobago, Chaguanas
This is in addtion to the previour post.
Best remedy is that conducting impartial exit interviews and making analysis of exit interview's data and taking concrete steps on the analysis.
Further, make the employees known the terms of appoinment letter by circulating mails in the organisation.

From India, Pune
Please remember one basic philosophy - nothing is permanent in this world - including employee loyalty ! The 'other side of the meadow is always green' ! During these days of hardship, it is quite natural for humans to get attracted by higher salary levels. If you cant afford to meet the employee's demand, it is quite natural that he will move over to another employer. As many learned co-professionals opined above, people leave organisations for various reasons, but money is the prime factor for a large percentage of employees. If the leak in 'outlet' is huge, better to open the 'inlet' valve a little more. Analyse the cause of attrition, which kind of employees, what cadres, what levels, which departments; you will get a pattern, if you analyse last three years figures. Based on the analysis, take steps to arrest the attrition; if it relates to policy measures, consult the Management with your remedial measures.

Some times, the measures that you would like to put forth for preventing employees leaving the organisation, may not be acceptable to your Management. Therefore, it will be idle for you to do some 'plainspeaking' with your Management to call the spade a spade !

Best wishes

From India
Dear Sudha,
I totally agree what every member told earlier.Its a wake up time for you to act & find some solutions to prevent the attrition rather than finding a way to catch hold of the employees who are leaving .
Ask five whys you will find a solutions that suits for your for organization.

From India, Kochi

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