Dear Senior HR,
I am Priti Madnawat, an HR professional in a trading company. I am facing an issue where many of our employees have left the company without informing us. What can I do in this case? Please suggest to me.
Thanks and regards,
Priti
From India, Ghaziabad
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2I am Priti Madnawat, an HR professional in a trading company. I am facing an issue where many of our employees have left the company without informing us. What can I do in this case? Please suggest to me.
Thanks and regards,
Priti
From India, Ghaziabad
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mam you have find out the reason why employees are leaving. make the policy of exit interview so that you can sought out the problem in future.
From India, New Delhi
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From India, New Delhi
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I second Sach_001 for bringing out a good point - Kindly find out why employees are leaving your company. This way, in the future, you can avoid such situations.
How big is your trading company, and what policies are you following (HR Policy)? If it's standard, then there is a notice period that employees need to adhere to. However, if you are following any other policy, such as decisions made by the manager or management, then it can be very challenging.
Thanks,
From Kuwait, Hawalli
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How big is your trading company, and what policies are you following (HR Policy)? If it's standard, then there is a notice period that employees need to adhere to. However, if you are following any other policy, such as decisions made by the manager or management, then it can be very challenging.
Thanks,
From Kuwait, Hawalli
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Dear Ms. Priti.K,
According to many surveys, the estimated rate of employee turnover is almost one-third of the total workforce. Have you ever attempted to understand the reasons why employees leave abruptly?
Some reasons why employees leave:
- Many employees quit their jobs due to a lack of advancement opportunities within the organization. Employers should promote internal employees to help them identify their skills and provide training to align their abilities with different projects or teams if necessary.
- Employees seek recognition for their performance and want to feel that they are part of the company's future.
- Sometimes, employees leave due to inadequate pay and benefits, opting for other companies that meet their salary expectations.
- Confusing directions from the Head of Department, Manager, or Boss with unrealistic expectations can quickly frustrate employees. HR should be aware of these issues and make improvements accordingly.
- Managers who micromanage their employees demonstrate a lack of confidence in their abilities and performance.
- Providing employees with new tasks or changing their work responsibilities throughout the day keeps them engaged. If they feel stagnant at work with no room for growth, they may seek other opportunities elsewhere.
- HR plays a crucial role in properly placing candidates according to their qualifications. However, human resources may fail to match employees with suitable positions, leading to underutilization of their talents and skills.
Therefore, I suggest conducting a survey with employees who have left the company to understand the reasons behind their departure. Many former employees may be willing to provide feedback, but it is up to HR to gather and present this information to management for further action.
From India, Visakhapatnam
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According to many surveys, the estimated rate of employee turnover is almost one-third of the total workforce. Have you ever attempted to understand the reasons why employees leave abruptly?
Some reasons why employees leave:
- Many employees quit their jobs due to a lack of advancement opportunities within the organization. Employers should promote internal employees to help them identify their skills and provide training to align their abilities with different projects or teams if necessary.
- Employees seek recognition for their performance and want to feel that they are part of the company's future.
- Sometimes, employees leave due to inadequate pay and benefits, opting for other companies that meet their salary expectations.
- Confusing directions from the Head of Department, Manager, or Boss with unrealistic expectations can quickly frustrate employees. HR should be aware of these issues and make improvements accordingly.
- Managers who micromanage their employees demonstrate a lack of confidence in their abilities and performance.
- Providing employees with new tasks or changing their work responsibilities throughout the day keeps them engaged. If they feel stagnant at work with no room for growth, they may seek other opportunities elsewhere.
- HR plays a crucial role in properly placing candidates according to their qualifications. However, human resources may fail to match employees with suitable positions, leading to underutilization of their talents and skills.
Therefore, I suggest conducting a survey with employees who have left the company to understand the reasons behind their departure. Many former employees may be willing to provide feedback, but it is up to HR to gather and present this information to management for further action.
From India, Visakhapatnam
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Dear Priti,
I am writing to address my concerns regarding the reasons why employees are leaving the organization:
1. Delay in salary payment
2. Low salaries even when paid on time
3. Excessive work pressure
4. Insufficient employee benefits, such as limited leaves, holiday schedules, ESIC, and PF.
Thank you for your attention to these important matters.
Sincerely,
[Your Name]
From India, Hyderabad
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I am writing to address my concerns regarding the reasons why employees are leaving the organization:
1. Delay in salary payment
2. Low salaries even when paid on time
3. Excessive work pressure
4. Insufficient employee benefits, such as limited leaves, holiday schedules, ESIC, and PF.
Thank you for your attention to these important matters.
Sincerely,
[Your Name]
From India, Hyderabad
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Dear Sir,
Thank you all for your valuable time and suggestions. We have almost all HR policies in our company. We pay salaries on time without any delays. Our company has a very good working environment with employees from different places. We hold four meetings - annual and three quarterly meetings. Annually, we all go on a trip with our families.
Additionally, we provide training, wealth management programs, and health check-up programs. We conduct employee satisfaction surveys. Our company has working rules policies, marriage gift policies, attendance policies, bonus policies, birthday policies, leave policies, and assistance policies for sales personnel and employee exits.
Please suggest if any other improvements are required.
Thanks and best regards,
Priti Madnawat
From India, Ghaziabad
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Thank you all for your valuable time and suggestions. We have almost all HR policies in our company. We pay salaries on time without any delays. Our company has a very good working environment with employees from different places. We hold four meetings - annual and three quarterly meetings. Annually, we all go on a trip with our families.
Additionally, we provide training, wealth management programs, and health check-up programs. We conduct employee satisfaction surveys. Our company has working rules policies, marriage gift policies, attendance policies, bonus policies, birthday policies, leave policies, and assistance policies for sales personnel and employee exits.
Please suggest if any other improvements are required.
Thanks and best regards,
Priti Madnawat
From India, Ghaziabad
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Check the salaries with other companies and observe the management style of your managers. I think it's a significant issue for you to find the reason for the same because you have good HR policies, and I hope your employees have competent HR staff.
From India, Hyderabad
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From India, Hyderabad
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Hi Priti,
What I see is that you have followed everything that's in the book. But I would suggest you to look beyond. Put yourself in their shoes. Find out a reason why you would prefer to leave this company if you are offered a better salary or the same salary. Look into the issue of employee growth - personal, social, emotional, and of course professional. A posh office atmosphere, good salary, yearly get-together in 5-star hotels, etc., do not quench the thirst for growth.
From India, Kolkata
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What I see is that you have followed everything that's in the book. But I would suggest you to look beyond. Put yourself in their shoes. Find out a reason why you would prefer to leave this company if you are offered a better salary or the same salary. Look into the issue of employee growth - personal, social, emotional, and of course professional. A posh office atmosphere, good salary, yearly get-together in 5-star hotels, etc., do not quench the thirst for growth.
From India, Kolkata
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Well said by Sandeep,
I totally agree. If you have every policy in place and intact, then why are employees leaving the company without information? It means employees are not engaged. If you are regularly conducting exit interviews, please share what you find. Based on the reports, you need to design a retention strategy.
Kindly look into the following aspects:
- Employee relations
- Employee support strategy (e.g., from reporting head, subordinates)
- Growth and training.
From India, Mumbai
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I totally agree. If you have every policy in place and intact, then why are employees leaving the company without information? It means employees are not engaged. If you are regularly conducting exit interviews, please share what you find. Based on the reports, you need to design a retention strategy.
Kindly look into the following aspects:
- Employee relations
- Employee support strategy (e.g., from reporting head, subordinates)
- Growth and training.
From India, Mumbai
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[QUOTE=megha bhambra;2059120]Well said by Sandeep,
I totally agree. If you have every policy in place and intact, then why are employees leaving the company without information? It means employees are not engaged employees. If you are regularly conducting exit interviews, then please share what you have found, and based on the reports, you need to design a retention strategy. Kindly look into the following aspects:
- Employee relations
- Employee support strategy i.e. from reporting Head, subordinates
- Growth, training
Regards,
Megha
HR
From India, Mumbai
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I totally agree. If you have every policy in place and intact, then why are employees leaving the company without information? It means employees are not engaged employees. If you are regularly conducting exit interviews, then please share what you have found, and based on the reports, you need to design a retention strategy. Kindly look into the following aspects:
- Employee relations
- Employee support strategy i.e. from reporting Head, subordinates
- Growth, training
Regards,
Megha
HR
From India, Mumbai
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The issue is leaving without information or without proper resignation or not serving the notice period. If an employee gets a job in another company, he may think about leaving without resigning or without serving the full notice period due to any one or more of the following points:
1. After giving resignation, his salary will be held, and there may be a delay in his full and final payment.
2. The management may force or threaten him not to leave the organization.
3. He lacks the courage to face the boss and tell them he wants to quit.
4. He needs to join the new organization immediately but doesn't want to pay for the notice period to the existing organization.
5. There are no outstanding amounts at full and final settlement like LTA, medical, bonus, etc.
6. He may have taken some sort of loan or advance which he doesn't want to repay.
Regards,
Sanjeev
From India, New Delhi
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1. After giving resignation, his salary will be held, and there may be a delay in his full and final payment.
2. The management may force or threaten him not to leave the organization.
3. He lacks the courage to face the boss and tell them he wants to quit.
4. He needs to join the new organization immediately but doesn't want to pay for the notice period to the existing organization.
5. There are no outstanding amounts at full and final settlement like LTA, medical, bonus, etc.
6. He may have taken some sort of loan or advance which he doesn't want to repay.
Regards,
Sanjeev
From India, New Delhi
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Sandeep,
I would really appreciate your thoughts because sometimes things happen very unfortunately and uncertainly. So in that case, we must restart and re-engineer our policies. Priti, I must say one thing; you are on the right path. Keep doing it because all we need is to rest and look back. There must be something we really have missed.
Thank you.
From India, Indore
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I would really appreciate your thoughts because sometimes things happen very unfortunately and uncertainly. So in that case, we must restart and re-engineer our policies. Priti, I must say one thing; you are on the right path. Keep doing it because all we need is to rest and look back. There must be something we really have missed.
Thank you.
From India, Indore
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Dear Seniors,
How can we judge if an employee is going to change jobs? The employee mentioned they would be on leave for two to three days, but then there was no communication or reply. Since I joined this company in October, four employees have left one by one. I was the one who recruited all of them.
Thank you.
From India, Ghaziabad
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How can we judge if an employee is going to change jobs? The employee mentioned they would be on leave for two to three days, but then there was no communication or reply. Since I joined this company in October, four employees have left one by one. I was the one who recruited all of them.
Thank you.
From India, Ghaziabad
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Try to create a form that will be passed across to the workers every 3 months for them to suggest and also make complaints on anything that is not done well in the company or how the company can be a better one. With this, you will be able to know what their problem is and how to tackle it.
From Nigeria, Lagos
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From Nigeria, Lagos
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You will come to know the resignation & absconding issues if your closely moving with employees.
From India, Hyderabad
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From India, Hyderabad
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Hi Priti,
Try having a "post-exit interview conducted" to check what is triggering the resignation. It will give you insight into what is happening, and then you can strategize your planning on "retention measures".
UKmitra
From Saudi Arabia, Riyadh
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Try having a "post-exit interview conducted" to check what is triggering the resignation. It will give you insight into what is happening, and then you can strategize your planning on "retention measures".
UKmitra
From Saudi Arabia, Riyadh
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Dear Ms. Priti,
I hope you are working in the Textile industry for M/s Meher International based in Surat, manufacturing Fire, yarn, etc.
Regarding your query about the action to be taken against employees leaving your company without intimation even though you have all the policies in place, my suggestion is that your company should engage a lawyer/labor law expert and review all your company policies first.
Simultaneously, make a list of all those employees who have left your company without following proper exit strategies in place for the last one/two years.
Send a letter by registered post with acknowledgment to their last known address, intimating them about their unauthorized exit or leave taken, and not reporting for duty is misconduct. Ask them to report for duty immediately upon receipt of the letter, failing which disciplinary and legal action will be taken against them.
If they come and try to join the company, then take the reason for the unauthorized absence in writing. If satisfied with the reply, allow them to join the company. If not satisfied, then you can take both legal and disciplinary action against them.
Alternatively, if no reply is received within 15 days of dispatch of the letter, file a police complaint against the employee for deserting the company without intimation and also initiate disciplinary action simultaneously.
It is always good to take the assistance of a good lawyer while taking such actions.
From India, Hyderabad
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I hope you are working in the Textile industry for M/s Meher International based in Surat, manufacturing Fire, yarn, etc.
Regarding your query about the action to be taken against employees leaving your company without intimation even though you have all the policies in place, my suggestion is that your company should engage a lawyer/labor law expert and review all your company policies first.
Simultaneously, make a list of all those employees who have left your company without following proper exit strategies in place for the last one/two years.
Send a letter by registered post with acknowledgment to their last known address, intimating them about their unauthorized exit or leave taken, and not reporting for duty is misconduct. Ask them to report for duty immediately upon receipt of the letter, failing which disciplinary and legal action will be taken against them.
If they come and try to join the company, then take the reason for the unauthorized absence in writing. If satisfied with the reply, allow them to join the company. If not satisfied, then you can take both legal and disciplinary action against them.
Alternatively, if no reply is received within 15 days of dispatch of the letter, file a police complaint against the employee for deserting the company without intimation and also initiate disciplinary action simultaneously.
It is always good to take the assistance of a good lawyer while taking such actions.
From India, Hyderabad
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Dear Priti,
Intriguing discussion. Firstly, before I pen my views, congratulations on implementing/following so many HR initiatives in your firm. From all your communication, I could infer that you work for a small unit, as 4 candidates leaving/absconding is critical for business function.
Keeping this in mind, I would like to check whether all the HR initiatives you/your company are incorporating are necessary for a small setup. Please don't get me wrong; I am not saying you are wrong, and there is no need for HR initiatives in a small organization. What I mean is, if it is really necessary to provide all facilities to your employees, sometimes employees might not have the capacity to take your initiative in the right light.
You joined in October, which is around 7-8 months ago. Assuming it's you who has initiated all the HR concepts in the company, it's too little time to implement too many things. The group should be mature to assimilate the changes/initiative. This could create confusion amongst the employees.
Clear communication is the only way to solve this concern. A clear channel of communication should be set up for employees to channel their views; it can also be used to educate the employee on various policies rolled out.
I also suggest you check the attrition level before you joined. If it has been a norm, then the cause may be something else, as suggested by the other senior members.
Here I am just trying to give an alternate viewpoint and don't mean to negate the good work you are doing.
Hope my cynical view helps you find a solution.
Best Regards,
Sagar
From India, Mumbai
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Intriguing discussion. Firstly, before I pen my views, congratulations on implementing/following so many HR initiatives in your firm. From all your communication, I could infer that you work for a small unit, as 4 candidates leaving/absconding is critical for business function.
Keeping this in mind, I would like to check whether all the HR initiatives you/your company are incorporating are necessary for a small setup. Please don't get me wrong; I am not saying you are wrong, and there is no need for HR initiatives in a small organization. What I mean is, if it is really necessary to provide all facilities to your employees, sometimes employees might not have the capacity to take your initiative in the right light.
You joined in October, which is around 7-8 months ago. Assuming it's you who has initiated all the HR concepts in the company, it's too little time to implement too many things. The group should be mature to assimilate the changes/initiative. This could create confusion amongst the employees.
Clear communication is the only way to solve this concern. A clear channel of communication should be set up for employees to channel their views; it can also be used to educate the employee on various policies rolled out.
I also suggest you check the attrition level before you joined. If it has been a norm, then the cause may be something else, as suggested by the other senior members.
Here I am just trying to give an alternate viewpoint and don't mean to negate the good work you are doing.
Hope my cynical view helps you find a solution.
Best Regards,
Sagar
From India, Mumbai
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Well, it is a problem with many companies, and to avoid that, you need to add some contract or some legal agreement while employing a person so that in such cases, you can register a complaint. By the way, if a few employees leave in this manner, then it happens, but if all the employees are doing the same thing, then you need to rethink your HR policy or do what is necessary to make employees happy and comfortable so that they can submit a resignation letter if they want to leave.
From India, Lucknow
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From India, Lucknow
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Go for interviews of existing employees rather than exit interviews. It might help you out to get feedback on areas for improvement.
Have a suggestion box.
Organize a get-together once a month.
Build a free and transparent culture.
Trust your employees; make them realize that they are assets of the company, not liabilities.
Involve them in decision-making.
Allow them to be creative and innovative.
Regards,
Nits
From India, Gurgaon
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Have a suggestion box.
Organize a get-together once a month.
Build a free and transparent culture.
Trust your employees; make them realize that they are assets of the company, not liabilities.
Involve them in decision-making.
Allow them to be creative and innovative.
Regards,
Nits
From India, Gurgaon
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Hello, instead of having exit interviews, please conduct stay interviews, which means you have to constantly, at frequent intervals, conduct sessions wherein the employees are allowed to vent out the good and the bad of the workplace.
In order to retain employees, we have to be proactive in nature. Many organizations have exit interviews, but the benefit from the same has been very negligible owing to the fact that employees who leave the organization rarely put the correct hardships on paper. On the contrary, stay interviews can motivate the employees and make them feel that the organization is genuinely concerned for them.
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In order to retain employees, we have to be proactive in nature. Many organizations have exit interviews, but the benefit from the same has been very negligible owing to the fact that employees who leave the organization rarely put the correct hardships on paper. On the contrary, stay interviews can motivate the employees and make them feel that the organization is genuinely concerned for them.
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Dear Priti, Kindly find the reason of leaving the jobs of employees from your organization and fully satisfied the employees as per your co.policy. Regards, Ms. Minesh K.
From India, Delhi
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From India, Delhi
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Dear Priti,
You need to find out the reasons why the employees are not willing to work and consider implementing a re-induction policy. This policy should be communicated to your department heads. Ensure that everyone is aware of it.
If the employees who have left are not suitable for rehiring, please do not bring them back into the organization as it may lead to problems and damage your reputation.
Best regards,
From India, Madurai
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You need to find out the reasons why the employees are not willing to work and consider implementing a re-induction policy. This policy should be communicated to your department heads. Ensure that everyone is aware of it.
If the employees who have left are not suitable for rehiring, please do not bring them back into the organization as it may lead to problems and damage your reputation.
Best regards,
From India, Madurai
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Hi,
At the same time, I would like to add one more point: have one-on-one discussions or meetings with your employees to find out how they are feeling at work and with their coworkers. This may bring out some valuable points that you need to concentrate on in the forthcoming days.
-KKR
From India, Coimbatore
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At the same time, I would like to add one more point: have one-on-one discussions or meetings with your employees to find out how they are feeling at work and with their coworkers. This may bring out some valuable points that you need to concentrate on in the forthcoming days.
-KKR
From India, Coimbatore
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