Hello, I would like to discuss a case involving an employee who has been working as a trainee in testing for six months and is feeling frustrated and uninterested in the role. The employee is also experiencing periods of idleness and feels that they are not as productive as they could be. However, the employee is currently on a bond period and wishes to resign.
As a first step, I have convinced the employee to take some time to consider their options. I have also offered the employee the opportunity to change their position and try working in development, but they are hesitant due to a lack of confidence in their skills. Suggest some ways to retain this employee.
From India, Kochi
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13As a first step, I have convinced the employee to take some time to consider their options. I have also offered the employee the opportunity to change their position and try working in development, but they are hesitant due to a lack of confidence in their skills. Suggest some ways to retain this employee.
From India, Kochi
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Hi, "You can lead a horse to water, but you can't make him drink" is a proverb that means you can give someone an opportunity but not force them to take it. When an employee is not willing to continue, there is no point in compelling him to do so just because he signed a Training Agreement.
The employee is not interested in testing. You have given the option of development (which requires more hard work), but he is reluctant.
Now let's assume that out of compulsion, the trainee agrees to continue either in testing or development. After the completion of the training period, if he is still unproductive or average, all your efforts to train him, costs incurred, and manpower resources utilized will be meaningless.
So, my suggestion is to get a resignation letter from him and relieve him immediately.
Normally, it happens in every trainee batch that 1 or 2 trainees will not show interest or will abscond in the middle. Be happy that within 6 months he has expressed unwillingness to continue. If it were after 1 year, it would be even worse.
From India, Madras
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The employee is not interested in testing. You have given the option of development (which requires more hard work), but he is reluctant.
Now let's assume that out of compulsion, the trainee agrees to continue either in testing or development. After the completion of the training period, if he is still unproductive or average, all your efforts to train him, costs incurred, and manpower resources utilized will be meaningless.
So, my suggestion is to get a resignation letter from him and relieve him immediately.
Normally, it happens in every trainee batch that 1 or 2 trainees will not show interest or will abscond in the middle. Be happy that within 6 months he has expressed unwillingness to continue. If it were after 1 year, it would be even worse.
From India, Madras
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SC - Trainee not employee.doc
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Employee engagement.ppt