Hi,
As per our company policy, an employee needs to give the company 1-week notice for termination during the probationary period. However, our company has encountered employees who leave without giving the necessary notice even though they have signed and agreed to the employment agreement.
Currently, we have an employee who left after receiving his salary on the 28th of the month (our payday is on the 28th of every month). On the 30th, he sent an email to HR to tender his resignation. We tried to call him on his phone, but he did not answer the call.
How can we control this? What is your opinion?
Regards,
Sherene
From Malaysia, Batu Caves
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As per our company policy, an employee needs to give the company 1-week notice for termination during the probationary period. However, our company has encountered employees who leave without giving the necessary notice even though they have signed and agreed to the employment agreement.
Currently, we have an employee who left after receiving his salary on the 28th of the month (our payday is on the 28th of every month). On the 30th, he sent an email to HR to tender his resignation. We tried to call him on his phone, but he did not answer the call.
How can we control this? What is your opinion?
Regards,
Sherene
From Malaysia, Batu Caves
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Hi Sherene,
Whether the salary date is on the 28th, 5th, or 10th, that doesn't matter. If an employee decides to leave the organization, they will plan in such a way that they receive the salary and quit.
As HR, we have to analyze what is the best way to retain the employee in the organization.
During the probation period for an employee, it is the process of understanding the organization. We, as HR, should make new employees feel comfortable with the working style of the organization. One important point is to avoid making group decisions for new staff.
Explain the reporting system of the organization for the smooth flow of work. Regular consultation is definitely required for new staff. Through consulting, we can gauge the level of interest the employee has towards the organization. If we find any negative aspects in the employee regarding the organization, we can immediately address the issues to a certain level and make them comfortable in the organization. Make them feel that they are important resources to the organization. Assign the project and inform them of crucial projects based on their potentials.
By the above points, we can at least expect that they inform us and leave the organization in a professional way.
Regards, Lavanya.K
From India, Bangalore
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1Whether the salary date is on the 28th, 5th, or 10th, that doesn't matter. If an employee decides to leave the organization, they will plan in such a way that they receive the salary and quit.
As HR, we have to analyze what is the best way to retain the employee in the organization.
During the probation period for an employee, it is the process of understanding the organization. We, as HR, should make new employees feel comfortable with the working style of the organization. One important point is to avoid making group decisions for new staff.
Explain the reporting system of the organization for the smooth flow of work. Regular consultation is definitely required for new staff. Through consulting, we can gauge the level of interest the employee has towards the organization. If we find any negative aspects in the employee regarding the organization, we can immediately address the issues to a certain level and make them comfortable in the organization. Make them feel that they are important resources to the organization. Assign the project and inform them of crucial projects based on their potentials.
By the above points, we can at least expect that they inform us and leave the organization in a professional way.
Regards, Lavanya.K
From India, Bangalore
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I am 100% agreeing with Lavanya. I am not an HR guy and belong to the project department. In my career, I have seen the HR people (most of them) not take any steps as Lavanya mentioned to counsel the employee. Even though when we are working in tight schedules in the projects, if the HR people come and discuss with us personally, I am sure that person's mind will consider postponing or canceling his decision of resignation.
First, talk to the employees. That's a very, very important step.
Regards,
Magesh
From India, Madras
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First, talk to the employees. That's a very, very important step.
Regards,
Magesh
From India, Madras
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Hi Lavanya and Sherene,
Greetings! I need a suggestion from both of you. I am a technical guy (Instrumentation Engineering) and have nearly 8 years of experience. Now, I am very much interested in moving over to the management side since I am fed up with traveling a lot for the past couple of years in Europe, the Gulf, and Asia.
I would like to pursue an M.B.A and have decided to do it through correspondence.
Requesting you to kindly suggest which specialization will be better for me to transition to the management side.
Thanks in advance.
Expecting a reply.
Regards,
Magesh
From India, Madras
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Greetings! I need a suggestion from both of you. I am a technical guy (Instrumentation Engineering) and have nearly 8 years of experience. Now, I am very much interested in moving over to the management side since I am fed up with traveling a lot for the past couple of years in Europe, the Gulf, and Asia.
I would like to pursue an M.B.A and have decided to do it through correspondence.
Requesting you to kindly suggest which specialization will be better for me to transition to the management side.
Thanks in advance.
Expecting a reply.
Regards,
Magesh
From India, Madras
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Employee-retent ion-plan_1__185 .pdf
Effective employee retention strategies-BPO. doc