Dear members,
One of our employees who has signed a bond for two years wants to move out of the organization without fulfilling the bond. She is acting cleverly by taking uninformed leaves and showing little interest in her work. Our organization hired her as a fresher and trained her in technologies. Is it right to attempt to retain her or let her go? I need suggestions on the above-discussed issue.
Thanks
From India, Hyderabad
Acknowledge(0)
Amend(0)
One of our employees who has signed a bond for two years wants to move out of the organization without fulfilling the bond. She is acting cleverly by taking uninformed leaves and showing little interest in her work. Our organization hired her as a fresher and trained her in technologies. Is it right to attempt to retain her or let her go? I need suggestions on the above-discussed issue.
Thanks
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi,
Firstly, warn her that you will take legal action against her, as you have the bond signed by her, putting you in a stronger position. If she takes unauthorized leave, issue her warning letters and have her sign them. If she does not report to the office, send the warning letter to her address by registered post and keep the acknowledgment for further inquiries. No one should take any organization for granted.
Please discuss the issue with the respective Head of Department (HOD) and HR before taking the actions mentioned above. We would need their agreement and support.
Thanks and Best Regards,
Anand Backelal
From United Kingdom, London
Acknowledge(0)Amend(0)
196Firstly, warn her that you will take legal action against her, as you have the bond signed by her, putting you in a stronger position. If she takes unauthorized leave, issue her warning letters and have her sign them. If she does not report to the office, send the warning letter to her address by registered post and keep the acknowledgment for further inquiries. No one should take any organization for granted.
Please discuss the issue with the respective Head of Department (HOD) and HR before taking the actions mentioned above. We would need their agreement and support.
Thanks and Best Regards,
Anand Backelal
From United Kingdom, London
Acknowledge(0)Amend(0)
Ok, Swathi. Bond agreement for 2 years. Forget it now. Take the criteria of individual performance... not well. Ask reasons, explanations... go as per your existing norms to get work extract... Asking leaves may be for personal reasons, family mental reasons. See first the human being, then family, next comes society. If a person fails in public life, the reason is family. If unavoidable, give a chance for another vigorous training to prove herself. Don't think with a negative view of she is acting, may leave the job, etc. Brief her about the bright future in that company with more incentives, challenges, gifts, power... These are all HR techniques to retain employees with positive notes. If they are really tough, go ahead with executing bond rules. Before that, applying sympathy path always brings good results. All the best, Swathy.
From India, Nellore
Acknowledge(0)Amend(0)
From India, Nellore
Acknowledge(0)Amend(0)
Dear Swathi,
The person wants the company to instruct him or her to submit resignation papers to nullify the bond. Therefore, if the individual is not performing well and is not focusing on the job, issue warning letters and place the person on a Performance Improvement Plan (PIP). If there is no improvement, the company reserves the right to terminate the individual based on attendance records and performance issues highlighted in the letters.
It is crucial that all communication is documented in writing, and the individual has signed all necessary documents.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)
The person wants the company to instruct him or her to submit resignation papers to nullify the bond. Therefore, if the individual is not performing well and is not focusing on the job, issue warning letters and place the person on a Performance Improvement Plan (PIP). If there is no improvement, the company reserves the right to terminate the individual based on attendance records and performance issues highlighted in the letters.
It is crucial that all communication is documented in writing, and the individual has signed all necessary documents.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Effective employee retention strategies-BPO. doc
Employee Performance.pdf