Reducing Attrition: Should Management Control Resignation Decisions in Public Sector?

Hi, I work for a public sector enterprise, and we are looking to reduce the attrition rate. We are interested in including certain conditions in the appointment letter that would give the management full authority over the decision to resign or leave the company. I would greatly appreciate hearing your views on this matter.

Thank you.

It is not like that, but we don't want to lose our good employees. I have written so because we want the employee to be with us, and if the authority lies with us, we can work in a better way to make that employee stay. We can prove from our side as a good employer. We don't want to bind them to stay but to facilitate them with their requirements and to have them review in a period of time.

Regards,
Niharika Sharma

Retaining Talent through Fair Practices

The best way to retain talent is not to tie them in the knots of restrictive clauses incorporated in the appointment letter. This is not fair play. The fair way is to compensate them adequately and provide opportunities for learning and development. When they look for higher opportunities of self-actualization, reward them with career progression within the company itself. Be impartial and transparent in performance appraisals. Undertake various employee engagement activities too.

Regards,
B. Saikumar
HR & Labor Law Advisor
Mumbai

What Sai says is right. If you put a clause in the appointment letter, it will demoralize the candidate, and future candidates will be cautioned.

Understanding Attrition Causes

What you need to know is the right cause of attrition and tackle the problem. Conduct training programs related to this and allow employees to participate in the company's development.

I can help you in this regard. You can contact me on my mobile at [Phone Number Removed For Privacy Reasons].

Regards,
Param