Struggling with Engineers Skipping Notice Periods: How Can We Encourage Them to Stay?

Dear Mentors,

We are based in Noida and operate in the tolling domain. We are facing issues related to our site engineers not serving the notice period. In such cases, their full and final settlement (F&F) becomes negative because the notice period, as per their appointment letter, is two months, and they don't serve even one month. We have set this two-month period because it is not easy to find technical staff who can work on toll plaza sites, and it takes time for us to find a suitable candidate who meets our requirements.

If we retain them by increasing their salary, it will become a practice for all site engineers, and we will not be able to do it for everyone. Kindly suggest how we can convince them to serve the full notice period.

Thank you.

If the job contract states that you have to compensate for not serving the notice period, then legally you are liable to pay.

Addressing Employee Attrition in the Tolling Domain

Employee attrition is a common issue in all industries. While it cannot be completely eradicated, it can be reduced to the maximum possible extent. If site engineers are leaving, analyze the exit pattern. Are they leaving shortly after their date of joining or after serving for a considerable period? Conduct a market study of the salary for site engineers in the tolling domain. Ensure your compensation is on par with market standards. Although salary alone is not the reason for resignation, it is often the primary reason. Consider setting salaries on par with your competitors or slightly above as a strategic approach.

Improving Work Environment and Conducting Exit Interviews

Next, analyze their work environment to ensure basic facilities are provided. Implement improvements wherever needed. Conduct exit interviews or discussion sessions on their last working day. Engage with them—make them feel comfortable to talk to you. Gather information on why they are leaving and listen to their suggestions. Do not hesitate to implement genuine suggestions, subject to employer feasibility.

The above are some steps you should consider and implement. Changing the notice period to two months alone will not help. It is essential to identify the root cause of the issue that needs to be addressed first.