How Can We Prevent New Hires from Leaving Right After Payday in Our BPO?

Hi Everyone, I am working as HR in a BPO. Lately, we have been facing issues with newly joined associates who abscond the very next day after they receive 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

Addressing Employee Absconding Issues

Why do you want to address the symptom rather than the ailment? Ask yourself why employees leave. You can't adopt any pressure tactic to stop them from absconding; you can't withhold their legitimate salary except towards notice pay, if it is in terms of employment.

Regards,
Shailesh Parikh
Vadodara, Gujarat
[Phone Number Removed For Privacy Reasons]

Hello Ajay,

As already suggested, first try to find out the reasons people are leaving. Since they are absconding, you will have to discover any negative aspects about your company on your own.

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

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

2. **Salary Fitment:** Are you offering a competitive salary? Or are you trying to exploit them by making them work on numerous tasks without adequate pay?

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

4. **Open Culture:** Gone are the days when employees were mere subordinates. 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 it will help you understand where you might be going wrong.

Another thing to consider is that BPOs typically experience high attrition rates. The only way to retain employees 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 issue is not merely that they abscond after taking one month's salary; the problem is attrition/absconding.

The Problem is THEY DO NOT WISH TO WORK WITH YOUR FIRM ANYMORE. They do not even care how the tag of "Absconded" would look on their profile.

Hope this helps.

Regards

Agreed with Ms. Ankita's comments. I would like to tell you one thing: in today's era, you cannot stop any employee from leaving the organization, and 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.

Organizational Operations and Recruitment

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.

Training Process in BPOs

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.

Recommendations for Recruitment and Training

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.

Addressing Employee Absconding and Attrition

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." Therefore, 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, and improving the working environment will add to the efficacy. Any restrictive practices like bonds or delays in salary payment will have a negative impact since employees in IT/ITES have choices that they can exercise anytime.

Regards,
Prashant Parashar

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

Regards,
Malathi

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

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

Regards,
Malathi Ajay