As an HR professional working in an Indian mid level growing organization with a working employee count over 50 and under 80 we have encountered a situation where we are seeing lot of exits and abrupt resignations.
We are trying to every possible measure keeping environment healthy, arranging employee benefits activities,6 month appraisal cycle but still somehow we are experiencing abrupt exits and resignation. We trained resources for around 5-7 months and then once they learned tech stacks and being confident leaving organisation.
Even people are not ready to serve notice as it is becoming mindset that every one asks for early release as some people got.
Some of the people we have to terminate because culture fit issues.
Seeking support as don't know how to justify these and share an statement infront of whole team,so that
we can do damage control and retain the employees.
From India, Rajkot
1We are trying to every possible measure keeping environment healthy, arranging employee benefits activities,6 month appraisal cycle but still somehow we are experiencing abrupt exits and resignation. We trained resources for around 5-7 months and then once they learned tech stacks and being confident leaving organisation.
Even people are not ready to serve notice as it is becoming mindset that every one asks for early release as some people got.
Some of the people we have to terminate because culture fit issues.
Seeking support as don't know how to justify these and share an statement infront of whole team,so that
we can do damage control and retain the employees.
From India, Rajkot
Dear member,
I wish you had provided a little more information about your company, such as the nature of your industry, the finished product, whether you are an employer or an employee, and if the latter, your designation.
If the employees are not even ready to serve the notice period, it shows they are desperate to quit their employment. You need to analyse the reasons for their desperation. Yes, some employees could be selfish and at the altar of their self-interest, they could be throwing to the wind the requirement of a notice period. However, all quitting employees cannot be selfish.
You can analyse the reasons for the abandonment of employment and try to identify the pattern behind it. Analyse the abandonment on: the length of the service in the company, the age group, the designations, the departments, etc.
Mostly the problem of attrition is restricted to the particular departments. If this is so, then find out whether the HOD is responsible for fostering the attrition.
Sometimes the top boss is also responsible for increasing employee attrition. The unreasonable targets, payment of wages below the market standards, high-handedness in the administration, forming a clique and listening only to them, etc. are some of the reasons.
You can calculate the cost of employee attrition scientifically and present it to the management. Not many bosses know the negative side of employee attrition. We need to talk about costs more to those to understand only the language of money!
Thanks,
Dinesh Divekar
From India, Bangalore
I wish you had provided a little more information about your company, such as the nature of your industry, the finished product, whether you are an employer or an employee, and if the latter, your designation.
If the employees are not even ready to serve the notice period, it shows they are desperate to quit their employment. You need to analyse the reasons for their desperation. Yes, some employees could be selfish and at the altar of their self-interest, they could be throwing to the wind the requirement of a notice period. However, all quitting employees cannot be selfish.
You can analyse the reasons for the abandonment of employment and try to identify the pattern behind it. Analyse the abandonment on: the length of the service in the company, the age group, the designations, the departments, etc.
Mostly the problem of attrition is restricted to the particular departments. If this is so, then find out whether the HOD is responsible for fostering the attrition.
Sometimes the top boss is also responsible for increasing employee attrition. The unreasonable targets, payment of wages below the market standards, high-handedness in the administration, forming a clique and listening only to them, etc. are some of the reasons.
You can calculate the cost of employee attrition scientifically and present it to the management. Not many bosses know the negative side of employee attrition. We need to talk about costs more to those to understand only the language of money!
Thanks,
Dinesh Divekar
From India, Bangalore
Although abrupt departures might be difficult, they also present a chance to improve the team's cohesion and resilience. Assure the team of the organization's stability and future ambitions by first handling the matter openly and without disclosing any private information. In addition to building confidence, open communication helps allay worries and rumours.
Prioritise equitably transferring roles, providing team members with assistance, and acknowledging their efforts throughout this shift. Promote cooperation and offer tools to assist the group in handling the burden. Last but not least, take this opportunity to reaffirm the company's dedication to the development and welfare of its workforce, as this will help create a more resilient and cohesive team going forward.
From India, Kolkata
Prioritise equitably transferring roles, providing team members with assistance, and acknowledging their efforts throughout this shift. Promote cooperation and offer tools to assist the group in handling the burden. Last but not least, take this opportunity to reaffirm the company's dedication to the development and welfare of its workforce, as this will help create a more resilient and cohesive team going forward.
From India, Kolkata
Hi Dinesh and Somnath,
Thank you for sharing your valuable thoughts.
We are an IT organisation,also would like to seek support how can we communicate these things to the current employee so that they will not get affected and we encourage responsible work culture.
From India, Rajkot
Thank you for sharing your valuable thoughts.
We are an IT organisation,also would like to seek support how can we communicate these things to the current employee so that they will not get affected and we encourage responsible work culture.
From India, Rajkot
The abnormal quitting job is because of work culture or may be due to poor salary structure. Do you conduct exit interview to know the cause or reason of leaving jobs by the employees.
The simple way is make the selection and exit procedure tough. Send all the employees notice those left without serving the notice period or absconding news and deduct retention amount from the packages or can take indemnity bond from the employees. You need to check the reasons that remain the main cause of abrupt exit.
From India, Mumbai
The simple way is make the selection and exit procedure tough. Send all the employees notice those left without serving the notice period or absconding news and deduct retention amount from the packages or can take indemnity bond from the employees. You need to check the reasons that remain the main cause of abrupt exit.
From India, Mumbai
Exit interview will throw some light on your status, what is wanting from the point of view of the exiting employees. There may so many reasons for quitting. Not necessarily they'll be frank in revealing those reasons to you in exit interview. Arguably you should have one on one discussion with those guys what exactly the deciding factors behind their decisions. You have to analyse what ails in your organisation and what best could be done to remedy the situation. A soul searching exercise.
From India, Bangalore
From India, Bangalore
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