Good afternoon.
Would like to have our esteemed Seniors' views on "How to possibly stem abrupt exits in organizations" - are there any viable options?
One suggestion, could PDCs (like those taken by financial lending organizations as surety) be considered and is a legal option?
Can PDCs be considered as part of employment conditions as purely a deterrent?
For example, if 02 / 03 months notice is required to exit, can PDCs be invoked and deposited in the bank to cover the short-fall of notice in terms of absconding of service from the employee's side?
Kindly enlighten.
Thanks & Regards,
Ravi
From India, Calcutta
1Would like to have our esteemed Seniors' views on "How to possibly stem abrupt exits in organizations" - are there any viable options?
One suggestion, could PDCs (like those taken by financial lending organizations as surety) be considered and is a legal option?
Can PDCs be considered as part of employment conditions as purely a deterrent?
For example, if 02 / 03 months notice is required to exit, can PDCs be invoked and deposited in the bank to cover the short-fall of notice in terms of absconding of service from the employee's side?
Kindly enlighten.
Thanks & Regards,
Ravi
From India, Calcutta
PDC is not a legal approach and it may be considered as an extension to bonded labor. However there are other approaches to either discourage exits without notice and reduce the impact at workplace
1. Try to understand the roles from which such exits happen frequently - study the underlying reasons like are you paying salary less than that of market value, parity with your competitors, working conditions, relationship with manager, motivation at work place etc.
2. Avoid undue dependency on one or two people for critical jobs. Plan backup resources and keep track of resources
3. Make it clear that if not served notice period or relieved through proper channel, relieving letter/service certificates will not be issued
From India, Bangalore
1. Try to understand the roles from which such exits happen frequently - study the underlying reasons like are you paying salary less than that of market value, parity with your competitors, working conditions, relationship with manager, motivation at work place etc.
2. Avoid undue dependency on one or two people for critical jobs. Plan backup resources and keep track of resources
3. Make it clear that if not served notice period or relieved through proper channel, relieving letter/service certificates will not be issued
From India, Bangalore
Dear Ravi,
If employees are routinely abandoning their employment then it has become part of your organisation's culture. Now changing the organisation's culture would be herculean task. However, as a first step, you need to do proper analysis of employee exits. Following could be the points:
a) Is it department specific? If yes then what designation?
b) Is it gender specific? Is it age specific
c) What is the ratio of normal exit Vs abandonment of employment
d) What are the views of your management on abrupt exit of employees? Do they take this nonchalantly?
Earlier there was similar query. I have given variety of reasons on abandonment of employment by the employees. You may click the following link to refer my reply:
https://www.citehr.com/433012-employ...ml#post1959617
Find out the reasons that are applicable to your company. Make a action plan and put it to the management's approval. Rest all leave it to almighty!
All the best!
Dinesh V Divekar
From India, Bangalore
If employees are routinely abandoning their employment then it has become part of your organisation's culture. Now changing the organisation's culture would be herculean task. However, as a first step, you need to do proper analysis of employee exits. Following could be the points:
a) Is it department specific? If yes then what designation?
b) Is it gender specific? Is it age specific
c) What is the ratio of normal exit Vs abandonment of employment
d) What are the views of your management on abrupt exit of employees? Do they take this nonchalantly?
Earlier there was similar query. I have given variety of reasons on abandonment of employment by the employees. You may click the following link to refer my reply:
https://www.citehr.com/433012-employ...ml#post1959617
Find out the reasons that are applicable to your company. Make a action plan and put it to the management's approval. Rest all leave it to almighty!
All the best!
Dinesh V Divekar
From India, Bangalore
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