New Joinee Absconding After Getting Salary

Hi Everyone,

I am working as HR in a BPO. Lately, we have been facing issues with newly joined associates who abscond from the very next day they get their salary. This has become a challenge for us since we hire in bulk every month. We thought of an option to credit salary after they complete 45 days (15 days later than the usual payday), but we aren't sure whether this would work. Could someone provide a suggestion on how to overcome the issue?

Regards,
Malathi Ajay

Dear Ajay
Why you want to address the symptom rather than the ailment? Ask yourself why employees leave?
You can’t adapt any pressure tactic to stop them from absconding; you can’t withhold their legitimate salary except towards notice pay, if it is terms of employment.
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65

Hello Ajay,

As is already suggested, first try to find out the reason people are leaving you. Since they are absconding, you will have to find out the bad about your company on your own.

Try to have a check on the following aspects (try to interact with people who are currently working with you):

1. Work time: Are your employees comfortable with the office hours? Is there any modification required? Are you overstressing the work hours?

2. Salary fitment: Are you giving them a considerable salary? Or are you trying to exploit them by getting them to work on lots of things but not paying well?

3. Recognition: Do you recognize the efforts of your people? Do you show you care?

4. Open Culture: Gone are the Babu days when employees used to be the Ghulams of the employers. If you still believe in this age-old practice, please upgrade yourself. Today an employer has to be open to ideas from employees as well.

5. Are you listening? If your employees have a concern, are they sharing it with you? Are you trying to help them out, or do you turn a deaf ear?

This is not an exhaustive list but will help you understand where you are going wrong.

Another thing, BPOs are having a very normal trend of employee absconding, and their attrition rates are very high. The only thing that can help you keep your employees working for a longer tenure is to keep them motivated and engaged.

You mentioned giving salary in a 45-day timeframe.

Do you think that will help you curb the problem?

The problem is not that they abscond after taking one month's salary; the problem is of attrition/absconding.

The problem is THEY DO NOT WISH TO WORK WITH YOUR FIRM ANYMORE, that they do not even care how the tag of Absconded would look in their profile.

Hope it helped.

You need to consult the best corporate trainers, i.e., Edusharp at 07738149548. What they do is conduct a Q&A round with your staff to identify the pain areas. They will then provide you with the solutions and, at the end, offer feedback. Consider giving them a call.

Agreed with Ms. Ankita's comments.

I would like to tell you one thing that in today's era, you cannot stop any employee from leaving the organization, and also you should not stop anybody's salary as that is what the job is all about; I mean everybody is earning for bread and butter.

Firstly, every organization has a way of operations, and hence recruitments from organization to organization vary. Furthermore, it should be very clear what the job descriptions are and what they have to perform.

I think since it's a BPO organization, the generally selected candidates would have to undergo training, and only those who have completed the training are then put on the desk, if I am not wrong.

I would suggest here that the recruitment and training process should be so rigorous that it will automatically help you judge the candidates' nature. Ensure that those you have in the final round are the cream of the candidates who are really interested in making their career. Then, the percentage of candidates leaving would be very minor.

Employee absconding or attrition can be addressed through several measures (and not just one), but the most important clue comes from the famous quote "Employees join an organization but leave their Manager." So, the measures to deal with absconding and attrition should ideally start with strengthening Managers' capability to lead people. Additional measures like induction, reward and recognition, working environment, etc., will add to the efficacy. Any restrictive practices like bonds, delays in salary payment, etc., will have a negative impact since employees in IT/ITES have choices which they can exercise anytime.

Prashant Parashar

Hi, Mr. Bastwalla,

We are actually working on redefining our recruitment policy. Your suggestions were enlightening. Thank you so much.

Regards,
Malathi

Hello Malathi Ajay,

While it's surely heartening that you have acknowledged the contribution of the members to your situation/problem, why not revert back with the results in your company after you have put the suggestions into effect? That would be the best response from your end—contributing to the other members' learning process.

All the best.

Regards,
TS

Hi TS,

Sure, I will. We are extensively working on it. I strongly hope to revert back with positive results.

Regards,
Malathi Ajay