We are having a challenge with staff running away from work without serving the 3 months notice so l was tasked to come up with a policy or something we can do so that even if the staff runs away we have something to hold on like money or something of value.
From Zimbabwe, Bulawayo
If it is an isolated case of a single member of staff abandoning his/her services all of a sudden the problem may be with that individual. On the contrary, the Management asks the HR to formulate a policy of negative covenants to prevent such happening implies that it has become a repeated practice of exit adopted by many employees in the organization and the Management is more interested in treating the symptoms as crudely as possible rather than diagnosing the disease and treating it properly so as to eliminate the chances of recurrence. If the working conditions are not favorable or poor, naturally existing employees would try to go out in search of better avenues or greener pastures. In such a situation most of the employers apply all the negative tactics so as to make the exit process more a torture than the termination of the contract of employment simple as per the exit clause. Therefore people get frustrated and decide to abscond. If the notice clause for resignation is reasonable and its implementation is dignified, no prudent employee would resort to abandonment of his/her job. Any contract for formal employment with its legalistic structure can not be converted into bonded labor system so as to compel an unwilling employee to remain in service. If the employee absconds and remains incommunicado, the employer can terminate his services by way of dismissal after following the procedure. Better try to have some introspection.
From India, Salem

Change your policies ,change your working conditions by serious introspection.
If conditions are unfavourable, employees will look for better pastures whatever grip you try to keep on them.
First of all ask yourself -why 3 month notice period?
Secondly see what your competitors are paying and their job conditions.
Solutions will emerge if company also sees their working environment and happiness quotient .

From India, Pune
Your concern is that staffs are running away. This is a big problem while staffs are preferred to leave the organisation frequently. Which gives an impression that everything is not at position or people you take into job are not feel safe enough to work or the package & compensation you are paying is not at par with what others are paying. The staff are big asset of any company and company grows with their toil.
You and your team has to make a comprehensive study on issue of absconding from various angles from case to case basis. If you do so it is definite the reason/reasons will emerge and accordingly you place before the management with solution for a consideration. One thing that people leaving your organisation are being absorbed gives an understanding of brand value.
To tackle the issue take an 'Indeminity Bond' at the time of inducting staff into roll. If the alienating factors are removed will help in retaining staff well. Make the work place condition as a play ground to remove the boredom.

From India, Mumbai
Dear Friend,
1. Attrition is an universal phenomenon. Every company faces it and in every company some people leave on short notice and pay for the not served notice period and some serve the notice period and go.
2. The latest trend with many organizations have been that they harass outgoing employee while serving notice period and such issues have been raised in this forum only. Some companies do harassment after leaving by not giving relieving letter and/or by not releasing the unpaid salary or releasing after prolonged harassment. Some companies make ex employee persona non grata. In many companies ex employees are treated with due respect. I have worked in couple of such companies where the senior leadership used to treat ex employees with respect.
3. Such atrocities by company is seen by other employees pf the company also and they jump out as and when the opportunity arises.
4. You have nowhere mentioned about behaviour of the management in these situations, how you have treated your people in the past. If you do serious introspection you will find that the first person guilty is the CEO, the second person guilty is The HR Head and the third person guilty is the Departmental Head.
5. If majority of the employees are behaving in the manner explained by you, you need to do serious introspection and also policies and behaviour of all the managers has to be checked with microscopic precision
Warm Regards
Bharat Gera
HR Consultant

From India, Thane

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