Help in searching points regarding control of Absconding rate - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Megha Gautam
Hr Executive
Executive - Administration
Rajeev Velur
Policy Making, Budgeting, Mis, Employee Relations,
Hr-it Recruiter
+1 Other

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Hi This is Tejesh, working as a HR in Pharma industry
Can any body help in searching points regarding control of Absconding rate. In our org absconding rate is very high the candidates leaving the org without informing to the managers
we are loosing so much if they are absconding, we are investing huge money in training them and giving them kit bags etc.,
hope u will help me inthis regards

DEar TEjesh
Good morning. Can you pl tell me what would be the probable reason for them to go. Since you are the best judge you can analyse the things faster. Why i am saying this, if few persons resign with out any information to the management then we can say that there is no honesty or integritiy with these people..... but....if your com. is facing problem of high rate of absconding / attrition, it is high time you should go to the root of the problem, introspect.
Of course in IT industry attrition rate is very high. ... But yours is Pharma..
Any how i am sure Senior members can also give their valuble ideas and suggestion if you could provide any hints as to why this high rate of absconding.
Sr. members kindly correct if i am wrong

This is Tejesh,
I dont know the correct reason for why the employee are absconding.maily new joined employee are absconding form their jobs.ours is a hyd based com.the abscondign are more in other states.may be the targets given to them but v r providign so many incentives for them if there reach there targets.the interview is conducted by the respective devisional managers tillnow, and now i started recruitmetn in our org.

Hi Tejesh

I am from an IT industry.Well I have not come across many cases but yes definately circumstances took place where few employees left.

The reason behind were:

No work as compared to previous employer

Same profile ie. no learning opportunity

Other Reasons can be:

Work culture is not conducive

Watever is conveyed or picturized during the induction program do not match with the real experience

The work is not interesting

The Package offered is not as per the profile,for eg:more work less pay,

Less Benefits.

And Last but not the least :Your BOSS.(well u are the best judge for this reason)

Well I would suggest you to regularly councel your employees and find out the areas you need to work on

Prepare Quaterly reports and start working on.

For the ones who have left the company without informing ,Call the on their personal no.s and ask them tactfully and work on the areas.Generally new joinees tell the reason of leaving

This is all wat I cud think of

Few more suggestions please



Dear Tejash,
Your note expresses your company is facing a great attrition problem. With a view to curbing the same you need to be competitive and innovative in all respects. Provide your employees with career opportunties plus the facilities that your antogonists are paying.
The most important thing is to keep a check on your MANAGERS becuase employees leave Managers not Company. The ATTITUDE of Managers those who are being reported plays crucial role in the retention of employees.
With regards,
Pankaj Sharma

Dear Tejesh,
Lot of ideas are given by other members hence I would not like to repeat those.
You need to find out for how many days/ Weeks/ months these newly joined employees stay with you and then pack up.
Once they join constantly talk to them. Understand their problems if any. Engage them. You may attend departmental staff briefings. Find out how the departmental managers treat them. Do departmental managers give them shabby treatment?
Another way to curb this practice is to start mentoring programme in your company. However top start mentoring programming, the organisation requires certain maturity and systems and process must be stabilised. Else mentoring does more harm than good.
Dinesh V Divekar
Soft Skill & Behavioural Trainer, Bangalore

Dear Tejesh,

Lot of inputs have already given by the members here on how to make employees stay. I would like to talk about securing the training costs and the kits issued. You have to take stern actions so, that there is SOME amount of fear created. But beware .. the fear should NOT STOP from someone joining you, else you will have a more serious problem.

First of all include these points in the appointment letters, saying that if the person leave the organisaton within say 6 months, the training cost of Rs. XX,XXX-XX will have to reimbursed to the company. AND .. The Kits issued are the property of the company and have to be returned back while the person leaves the organisation.

You may also want to have amendments done to the standing orders and the HR policy on ABSCONDING employees, mentioning that suitable action as deemed fit by the company may be taken including legal action.

You can ask for the original certificates for verification and keep it with you (SAFELY) for some time .. may be 1-2 months. And then return them, once you are sure the person is on the job.

I work in Ad. industry where i was facing similar situations. I had done the following for one of the absconding employee. Believe me, employees absconding scenes just stopped from then on. It was a paining experience but ....

1. Collect one extra copy of the individual photograph during the joining process. (they will happily give it at this stage)

2. Always collect both a) Present address b) Permanent address from the employee with proper necessary proofs.

3. When the employee absconds from duty without any information, try to talk to them on the numbers as per records. This is to check if there is any genuine reason behind being absent (like accident etc...). Send some one as a messenger to the last known address to check the whereabouts.


4. Send letters through all of these ....

a) Ordinary post

b) Courier (ask for POD)

c) registered post

d) post with certificate of posting.

This letter should be mentioning the terms and conditions of his appointment letter. About the costs involved , losses incurred and the KIT (in your case). Give him a chance to rejoin OR appear and surrender the KIT and reimburse the cost. Mention that in case he does not appear before the superior before say ..1 week / 10 days (as applicable), you may be forced to take necessary action including legal action against the employee to recover the losses.

Here employee usually receives the ordinary post and knows that there is some trouble, so may decide to appear before the superior and handover the things. It confirm that the situation is serious when lot of letters keep coming through courier , regd. post etc.. so usually the situation will end here.


5. FILE a FIR against the employee with the photograph and the addresses known, contact number as per records, details of losses, requesting the police to trace the person, so that your can recover the losses.

6. Personally go with the police to the known address and search for the employee. If you get him ... talk to him and inform him that you may even print a Newspaper ad. for the missing employee, if he doesn't fulfill his exit formalities. If you don't get him .. you may want to paste the notice on his door .. and inform the neighbors to inform him.


Hope this helps you.



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Dear Tejesh,
There can be various reasons of attrition/ absconding of the staff.
1. Can be the reason of relatively low salary and perks as compared with other relative industry.
2. If the salary and other perks, incentives are made at par with relative industries, this problem of absconding can be sorted out.
3. Working atmosphere and the work environment can also be one of the reason for absconding of the employees.
The only solution to get away from the issue is to advise the management properly after making a indepth survey by the HR personnels the proper measures or the best package which will please the staff and avoid the absconding.
If nothing can stop, the solution for the problem is to give advertisement in all local leading newspapers with the photograph which will have the great impact and definitely stop the absconding or heavy attrition of staff.
Ramesh Bala

Sir Can u give me the draft format of absconding ( non traceable) employee waiting urs prompt response ...!!! regards Piyush.... 09999031548
Sir I need one draft format for sending to our vendor, who is not returning our precious instruments like laptop

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