Struggling with Employees Skipping Notice Periods? How Can We Ensure They Stay Longer?

Dear All, We have 2 months' notice period in our organization, but when employees get any other offers, they pressurise us to leave the organization within 10- 20 days Or sometime they are ready to buy their notice period.
Many times they pick the earlier month salary and leave the company without any intimation.
Its effecting our work and projects big time.
Please suggest, what shall we do so at least employees serve their notice period?
Any suggestion would help.

Practically speaking, there is not much you can do in these situations. If an employee is ready to buy back the notice period, it is right and ethical to do so if mentioned in the appointment letter. In the case of absconding employees, you can send a recovery note to the concerned employee, and with your legal team, you can take legal action against those absconding employees.

Hello, sir,

I want to know what kind of action a company can take in this case. If an employee has left the company just after receiving the previous month's salary, how is it possible to recover from that employee? Please clarify.

Regards,
Simmi
HR Executive

Understanding Employee Disengagement and Attrition

If employees are quitting their company without completing their notice period or, worse still, abandoning their employment, it clearly shows how disengaged they are with their work. I would infer that some are even leaving without bothering to collect their Employment-cum-Service Certificate. This indicates a lack of value for either the certificate or their employment itself. Therefore, this seems more like an organizational culture issue. It is crucial to understand why they are desperate to leave your company.

Earlier, I have responded twice to similar queries. You can refer to the following links:

- https://www.citehr.com/433012-employ...ml#post1959617
- https://www.citehr.com/580636-abscon...ml#post2344994

Challenges Faced by Micro and Small Enterprises

Part of this problem may arise because your company might not be well-known. Micro and Small Enterprises perennially face this challenge. Thus, the leadership challenge for your company is to establish it as a reputable brand. While branded companies also deal with employee attrition, they find replacements more easily. Non-branded companies face challenges even in that aspect.

Thanks,

Dinesh Divekar

What are the reasons for employees to quit an organization, and how can we retain them?

In today's competitive job market, employee retention has become a critical issue for organizations. There are various reasons why employees decide to leave a company, such as lack of career advancement opportunities, poor work-life balance, inadequate compensation, or a toxic work environment. To address these issues and retain valuable employees, organizations can implement strategies such as offering career development programs, flexible work arrangements, competitive salaries, and fostering a positive company culture. By understanding the reasons behind employee turnover and taking proactive steps to improve retention, organizations can create a more engaged and loyal workforce.