Employee Notice Period Dilemma: How Do You Handle Sudden Departures Without Notice?

Employee Notice Period Issue

I need your help. In my organization, employees leave without giving prior notice by taking their appointment letter and informing us only after 2 to 3 days. Is there any alternative or solution for this issue?

With regards,
Dhanya
HR Department

Please issue the appointment letter once they finish at least 15 days in the company. Normally, what employees do is negotiate their salary with other employers based on the appointment letter. Though you can't stop them from leaving after 15 days, maybe within that time frame, they might realize that the company is good and decide to stick with it.

Apart from what Viraj mentioned (which is definitely a problem for HR), there's another aspect to it—something that pertains to you and/or your company. If it's a matter of one or two people behaving the way you said, it's understandable—like Viraj mentioned. But if that's becoming more of a process than a one-off situation, then maybe there could be something wrong within your company too? Just give it a thought. If needed—depending on the seriousness of how this problem is affecting the company—you can have a brainstorming session with the concerned department heads. I have seen it happen in some companies—hence suggesting it to you.

Regards,
TS

Appointment letters should not be delayed as that would be unprofessional. A lack of proper induction and care for new employees could be the real cause. Your company may need to review its recruitment process as well.

The reason behind this could be many. It might be that the people are not happy with the profile, the salary package, or the recruitment method needs a change.

Regards,
Natasha

As rightly said above, people negotiate with the salary and make use of the appointment letter to quote their desired amount. This has become a common mindset among people. Firstly, they should not join if they do not agree with the salary. However, in haste, they join some company and later quit when they find a new job with higher pay.

Explaining Company Positives

What can be done is one can explain the positives of being with the company even though the salary is less and show them their career path. Conduct the induction properly and make them feel valued in the company even if they have just begun. Do not issue the appointment letter quickly. Communicate to them why you are not giving them the letter and let them know the issues you have faced after giving others the offer letter.

You cannot delay in providing them the letter, but once they have joined, give them the profile they expected. If they need to learn more to reach that stage, explain it to them accordingly.

You can try to do everything from your end, but if they still leave, you cannot do anything. Then just thank them for leaving within a month and not working for so many days that they had to be paid a salary.

Regards,
Ashlesha

Delay in Issuing an Appointment Letter

Delay in issuing an appointment letter is not a good practice. It is suggested that you first issue an offer letter to the candidate and get consent from the candidate regarding the salary, designation, etc., offered to them. Later on, you can ask them to submit the relieving letter from their previous company at the time of joining and issue the appointment letter within a period of, say, two weeks.

By this time, you can also inquire about the person in their previous company, which can give you an idea about their performance. Even after all these, if the person is leaving, we need to do some brainstorming and find a solution for the same.

Regards,
Prasanth

Thank you for sharing your knowledge. I will try as you suggested and will update you after a month, sharing my experience with all of you. We will also engage in brainstorming. Thank you once again.

Regards,
Dhanya