Dear members,
One of our employees who has signed a bond for two years wants to move out of the organization without fulfilling the bond. She is acting cleverly by taking uninformed leaves and showing little interest in her work. Our organization hired her as a fresher and trained her in technologies. Is it right to attempt to retain her or let her go? I need suggestions on the above-discussed issue.
Thanks
From India, Hyderabad
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One of our employees who has signed a bond for two years wants to move out of the organization without fulfilling the bond. She is acting cleverly by taking uninformed leaves and showing little interest in her work. Our organization hired her as a fresher and trained her in technologies. Is it right to attempt to retain her or let her go? I need suggestions on the above-discussed issue.
Thanks
From India, Hyderabad
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Legal Actions and Procedures
Firstly, warn her that you will take legal action against her, as you have the bond signed by her, putting you in a stronger position. If she takes unauthorized leave, issue her warning letters and have her sign them. If she does not report to the office, send the warning letter to her address by registered post and keep the acknowledgment for further inquiries. No one should take any organization for granted.
Consultation with HOD and HR
Please discuss the issue with the respective Head of Department (HOD) and HR before taking the actions mentioned above. We would need their agreement and support.
Thanks and Best Regards,
Anand Backelal
From United Kingdom, London
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196Firstly, warn her that you will take legal action against her, as you have the bond signed by her, putting you in a stronger position. If she takes unauthorized leave, issue her warning letters and have her sign them. If she does not report to the office, send the warning letter to her address by registered post and keep the acknowledgment for further inquiries. No one should take any organization for granted.
Consultation with HOD and HR
Please discuss the issue with the respective Head of Department (HOD) and HR before taking the actions mentioned above. We would need their agreement and support.
Thanks and Best Regards,
Anand Backelal
From United Kingdom, London
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Approach to Employee Bond Agreement
Swathi, regarding the bond agreement for two years, let's set it aside for a moment. Focus on the individual's performance criteria, which seem to be lacking. It's important to ask for reasons and explanations and proceed according to your existing norms to understand the work output.
Understanding Leave Requests
When it comes to requesting leaves, they may be for personal or family mental health reasons. It's crucial to see the person first, then consider their family, and finally society. If someone fails in public life, often the reason is family-related. If unavoidable, offer another chance for vigorous training to prove herself.
Positive Retention Strategies
Avoid thinking negatively, such as assuming she is acting or planning to leave the job. Instead, brief her about the bright future in the company, highlighting more incentives, challenges, gifts, and power. These are HR techniques to retain employees with positive notes. If the situation becomes really tough, you can proceed with executing the bond rules. However, applying a sympathetic approach first often yields good results.
All the best, Swathi.
From India, Nellore
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Swathi, regarding the bond agreement for two years, let's set it aside for a moment. Focus on the individual's performance criteria, which seem to be lacking. It's important to ask for reasons and explanations and proceed according to your existing norms to understand the work output.
Understanding Leave Requests
When it comes to requesting leaves, they may be for personal or family mental health reasons. It's crucial to see the person first, then consider their family, and finally society. If someone fails in public life, often the reason is family-related. If unavoidable, offer another chance for vigorous training to prove herself.
Positive Retention Strategies
Avoid thinking negatively, such as assuming she is acting or planning to leave the job. Instead, brief her about the bright future in the company, highlighting more incentives, challenges, gifts, and power. These are HR techniques to retain employees with positive notes. If the situation becomes really tough, you can proceed with executing the bond rules. However, applying a sympathetic approach first often yields good results.
All the best, Swathi.
From India, Nellore
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Dear Swathi,
The person wants the company to instruct him or her to submit resignation papers to nullify the bond. Therefore, if the individual is not performing well and is not focusing on the job, issue warning letters and place the person on a Performance Improvement Plan (PIP). If there is no improvement, the company reserves the right to terminate the individual based on attendance records and performance issues highlighted in the letters.
It is crucial that all communication is documented in writing, and the individual has signed all necessary documents.
Regards,
From India, Mumbai
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The person wants the company to instruct him or her to submit resignation papers to nullify the bond. Therefore, if the individual is not performing well and is not focusing on the job, issue warning letters and place the person on a Performance Improvement Plan (PIP). If there is no improvement, the company reserves the right to terminate the individual based on attendance records and performance issues highlighted in the letters.
It is crucial that all communication is documented in writing, and the individual has signed all necessary documents.
Regards,
From India, Mumbai
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Effective employee retention strategies-BPO. doc