How Can Organizations Legally Deter Abrupt Employee Exits? Seeking Insights and Options

Exploring Options to Prevent Abrupt Exits in Organizations

Good afternoon. Would like to have our esteemed seniors' views on "How to possibly stem abrupt exits in organizations" - are there any viable options?

One suggestion: could Post-Dated Checks (PDCs), like those taken by financial lending organizations as surety, be considered a legal option? Can PDCs be considered as part of employment conditions purely as a deterrent? For example, if a 2-3 month notice is required to exit, can PDCs be invoked and deposited in the bank to cover the shortfall of notice in terms of absconding from service on the employee's side? Kindly enlighten.

Thanks & Regards,
Ravi

Understanding and Addressing Abrupt Exits in Organizations

PDC is not a legal approach and may be considered an extension of bonded labor. However, there are other approaches to either discourage exits without notice and reduce the impact in the workplace.

1. Try to understand the roles from which such exits happen frequently. Study the underlying reasons such as paying a salary less than the market value, parity with competitors, working conditions, relationship with the manager, motivation in the workplace, etc.

2. Avoid undue dependency on one or two people for critical jobs. Plan backup resources and keep track of resources.

3. Make it clear that if the notice period is not served or the employee is not relieved through the proper channel, relieving letters/service certificates will not be issued.

If employees are routinely abandoning their employment, then it has become part of your organization's culture. Now, changing the organization's culture would be a herculean task. However, as a first step, you need to do a proper analysis of employee exits. The following could be the points:

a) Is it department-specific? If yes, then what designation?

b) Is it gender-specific? Is it age-specific?

c) What is the ratio of normal exit versus abandonment of employment?

d) What are the views of your management on the abrupt exit of employees? Do they take this nonchalantly?

Earlier, there was a similar query. I have given a variety of reasons for the abandonment of employment by employees. You may click the following link to refer to my reply:

https://www.citehr.com/433012-employ...ml#post1959617

Find out the reasons that are applicable to your company. Make an action plan and present it for management's approval. Leave the rest to the Almighty!

All the best!

Regards,
Dinesh V Divekar