Facing High Attrition in IT? Seeking Advice on Notice Periods and ISO Certification

I have recently joined an IT product development company with a staff of 50 people. We are facing a problem of high attrition.

So, I am considering incorporating a notice period revision for each employee based on their designation. I am attaching the Excel sheet in which I have outlined the notice period according to the designation.

Kindly provide your suggestions on the same. I would also like to inquire if anyone can assist me in achieving ISO certification for my company next year. Currently, we are only contemplating this and have not yet begun planning. Additionally, what are the prerequisites for a company to pursue CMM level certifications?

Please help me!

Regards,
J

Hi J,

It's a good thing you came up with regarding the notice period. It does help an organization in having some kind of control if not entirely. I feel that the more critical an assignment an employee is working on, more thought should be given regarding his/her duration of the notice period, and preferably an assignment shouldn't be handled by only one person (which can be the case with only small-sized firms).

Also, it's very important to analyze why the attrition rate is so high. What can be the likely reasons? It can help you come up with some other course of action as well. I have just mentioned my views on it. I am still an amateur in this field. Even I am looking forward to the opinion of our senior and experienced members.

Regards,
Debarati

Thank you, Debarati. You have definitely made a valuable contribution. I agree that in small organizations, the contribution of each individual matters a lot. Therefore, we need to address the issues accordingly!

The main reasons for the attrition in our company, which I have understood, are: no proper HR policies, issues with management due to a communication gap, salary concerns, and a lack of clear management vision for the employees.

I am only one month into the company, and I am struggling with all these problems. There are no proper strategies or HR policies maintained in the organization. However, for me, it's a challenge that I have accepted. I know all my friends on citehr will definitely help wherever needed.

I also need some advice on the notice period policy. My company is facing a problem with people not following their notice period of one month. We are around 60 people. Many of the employees are new graduates, and a couple of them who left did not follow their notice period. How can we make the notice period more credible?

Regards,
Dipali

Hi Dipali,

You can conduct the survey in your organization to get a better feel of the most critical resource, critical resource, important resource, ordinary resource... Depending on that, you can have a notice period policy in your company. This survey will provide you an overview of what all your critical resources are. If left, your organization will be in trouble.

By doing this, you will have time to hire their replacement and ensure a proper handover. This is critical.

Thank you for your feedback. I appreciate your inputs and will certainly make use of them.

Regarding employees who do not serve their notice period, one practice my company follows is that HR withholds the work experience letter as a consequence. Are there any additional measures that HR could implement to ensure that employees fulfill their notice period obligations?

Best regards,
Dipali

Hi Dipali,

There is one clause called Full and Final Settlement in which the company checks whether the employee has given a proper handover of all company assets, data, responsibilities, etc. After that, the employee will be given his due salary and relieving documents. The person has to serve the notice period. If many of your employees are absconding from the job, then you can start collecting their original degree certificates or educational documents at the time of their joining. You can give them a written acknowledgment for that, saying that you are collecting this for employment security purposes, which will be returned to them once they complete their full notice period and proper handover. Many big companies are doing that!

Hi Srs.... Please pour your suggestions too and let's help out Dipali.

Dear all,

It seems I will have to return disappointed from here. I am not getting any useful responses to my queries. 😕 😢 😢 😢 😢

Thank you.

Actually, we are looking to change our NP policy from 15 to 30 days. For that, I am looking for a good format that will help me introduce the new NP policy to employees. Quick replies will be greatly appreciated.

Regards,
Atul

Hello Friends,

I'm working for a company that has 25 employees, and there is high attrition as it is a software company. We are planning to increase the notice period to 3 months. I had a discussion with my boss, but he wants to make it one way, i.e., 3 months if an employee wants to leave and 15 days if the company wants to terminate an employee. I'm a little confused about whether this is legally possible. Please give me your views and advice.

Thanks, Raj

Hi, could someone please share the notice period policy for a small organization?

Regards, Poonam

Hi Pooja, you can plan the notice period as 30 to 90 days based on the importance of positions and designations.