Hi all!
One of our employee(Sr. Technician) has left his job without informing or submitting resignation letter. He probably joined somewhere in Orissa. However, he found the new job is not at all good. Now he comes to our office again and want to continue with us.
As per my earlier interaction with him, he is a good, gentle and sincere guy. He is self motivated too. Now his boss(Sr. Manager, Operation) let him to join again but he will not be rewarded with bonus or increment for some period.
In my view, not giving bonus or increment is not the only solution. They should find out what made him to left this organization. Once such reasons are analysed, some motivational tools could be implemented to retain such good employee.
I would like to ask your opinion. Is punishment the only solution?
Regards
Dinamani
From India, Calcutta
7One of our employee(Sr. Technician) has left his job without informing or submitting resignation letter. He probably joined somewhere in Orissa. However, he found the new job is not at all good. Now he comes to our office again and want to continue with us.
As per my earlier interaction with him, he is a good, gentle and sincere guy. He is self motivated too. Now his boss(Sr. Manager, Operation) let him to join again but he will not be rewarded with bonus or increment for some period.
In my view, not giving bonus or increment is not the only solution. They should find out what made him to left this organization. Once such reasons are analysed, some motivational tools could be implemented to retain such good employee.
I would like to ask your opinion. Is punishment the only solution?
Regards
Dinamani
From India, Calcutta
Yeah dear!
You are 100 % right. But the thing is that it does happens every where. No one is satisfy from current position and eager to grow which comes vociferous. Well, your boss's opinion is also applicable.
Regards,
Asst.HR Manager
Ms. Saba Javaid
From Pakistan, Islamabad
You are 100 % right. But the thing is that it does happens every where. No one is satisfy from current position and eager to grow which comes vociferous. Well, your boss's opinion is also applicable.
Regards,
Asst.HR Manager
Ms. Saba Javaid
From Pakistan, Islamabad
Hi,
Yes, you are right. Whichever department the employee was, HR has to call the employee and have a dialogue with him about his action. They should also have a dialogue with the boss of the employee. Knowing the reasons behind his action would help the Organisation judge whether financial reasons or personal reasons or sheer convenience of commuting etc have prompted the decision. Since you say he is committed and self motivated it is imperative this exercise is conducted .
While a punishment is necessary for the sake of discipline the HR dept should also analyse if the pay scales level is at par with the market rates, other staff facilities and performance incentives also match up to the market. If they do not, there is a danger of losing self-motivated employees despite punishments. It is always an additional cost to recruit new employees and train them to the level of experienced employees. Instead a small incentive or raise for the experienced employees goes a longer way in the interests of the Organisation.
There seems to be some HR aspect definitely involved in the incident as the gentle, committed person did not feel like talking to anybody in the Organisation, either in his own department or HR, before leaving. Apparently there is a gap between him and his boss in communication!
Finally, the bigger picture is that every Organisation should provide a conducive atmosphere for committed workers to thrive in the Organisation. These incidents are warning signs. It is for HR to take note of it.
Jyothi
Yes, you are right. Whichever department the employee was, HR has to call the employee and have a dialogue with him about his action. They should also have a dialogue with the boss of the employee. Knowing the reasons behind his action would help the Organisation judge whether financial reasons or personal reasons or sheer convenience of commuting etc have prompted the decision. Since you say he is committed and self motivated it is imperative this exercise is conducted .
While a punishment is necessary for the sake of discipline the HR dept should also analyse if the pay scales level is at par with the market rates, other staff facilities and performance incentives also match up to the market. If they do not, there is a danger of losing self-motivated employees despite punishments. It is always an additional cost to recruit new employees and train them to the level of experienced employees. Instead a small incentive or raise for the experienced employees goes a longer way in the interests of the Organisation.
There seems to be some HR aspect definitely involved in the incident as the gentle, committed person did not feel like talking to anybody in the Organisation, either in his own department or HR, before leaving. Apparently there is a gap between him and his boss in communication!
Finally, the bigger picture is that every Organisation should provide a conducive atmosphere for committed workers to thrive in the Organisation. These incidents are warning signs. It is for HR to take note of it.
Jyothi
dear
everyone wants to raise in his life and wants to grow.i have seen some organisation
where attrition rate is ver very less because they have some speciallity.
in this particular case he should get little bit punishment but u analyse why people left the organisation and try to impliment those things.
tks
j s malik
From India, Delhi
everyone wants to raise in his life and wants to grow.i have seen some organisation
where attrition rate is ver very less because they have some speciallity.
in this particular case he should get little bit punishment but u analyse why people left the organisation and try to impliment those things.
tks
j s malik
From India, Delhi
Hi Dear ,
I wish to add some dimension to leaving and subsequent joining and decision of the management for deferring increment or incentive for his conduct .
To me it looks having 2 issues involved – one legal and another motivational . Legal because , neither he has resigned or intimated about his intention of leaving nor the management has taken any action of his absence and consequently dispensing with his services . None of these actions seem to have been taken . You may therefore conclude about likely stand . Secondly , on motivational as both sides want to consider rapprochement for mutual need of each other . In such a situation , punishment shall have negative effect psychologically for an employee as he may not express openly but would start thinking of being deprived of an years increase . It shall place him to disadvantage with respect to overall remuneration compared with others in the company which eventually shall make him think for a change in due course . If he is good employee performance wise for reconsideration and continuity , punishment does not seem to be an answer but definitely some counseling session .
This point of view is independent of not knowing the period of absence which I presume is reasonably long .
For your suitable consideration .
Rajpal
From India, Mumbai
I wish to add some dimension to leaving and subsequent joining and decision of the management for deferring increment or incentive for his conduct .
To me it looks having 2 issues involved – one legal and another motivational . Legal because , neither he has resigned or intimated about his intention of leaving nor the management has taken any action of his absence and consequently dispensing with his services . None of these actions seem to have been taken . You may therefore conclude about likely stand . Secondly , on motivational as both sides want to consider rapprochement for mutual need of each other . In such a situation , punishment shall have negative effect psychologically for an employee as he may not express openly but would start thinking of being deprived of an years increase . It shall place him to disadvantage with respect to overall remuneration compared with others in the company which eventually shall make him think for a change in due course . If he is good employee performance wise for reconsideration and continuity , punishment does not seem to be an answer but definitely some counseling session .
This point of view is independent of not knowing the period of absence which I presume is reasonably long .
For your suitable consideration .
Rajpal
From India, Mumbai
Hi,
It is really unethical to leave a job without giving resignation. It's understandable that every one wants to grow in his/her career, but that doesn't give a room to abscond. If an employee is moving without resigning just for better opportunity, then i don't think that's justified. Aa person who was not loyal to the company earlier, can't be expected to be loyal now.
From India, Delhi
It is really unethical to leave a job without giving resignation. It's understandable that every one wants to grow in his/her career, but that doesn't give a room to abscond. If an employee is moving without resigning just for better opportunity, then i don't think that's justified. Aa person who was not loyal to the company earlier, can't be expected to be loyal now.
From India, Delhi
Hi,
For better HR practices in organization, and keeping in business growth and all, as a HR guy, we should conduct employee counselling on reporting of employee to organization then required to know the reason for joining other company. What are the gaps between both these are our challanges and we should take action as per policy made by company, if we can't initiate any thing (negatively or positively) againstg the employee he does not value the HRs.
Regards
Lingaraju.N
From India, New Delhi
For better HR practices in organization, and keeping in business growth and all, as a HR guy, we should conduct employee counselling on reporting of employee to organization then required to know the reason for joining other company. What are the gaps between both these are our challanges and we should take action as per policy made by company, if we can't initiate any thing (negatively or positively) againstg the employee he does not value the HRs.
Regards
Lingaraju.N
From India, New Delhi
I am not sure about the employment laws governing such moves in India, but over here in Malaysia, if an employee leaves without formal notification of resignation, the law allows his salary to be withheld. From an organizational perspective he would be usually blacklisted, however good he was a person or in his job. That is the legal position (in that sense I have to agree with Chanda Batra). In any case, if he was so good and all, why did he leave without notifying the company. So some form of punishment maybe justified if he now wants to re-join (legal options aside) and he has to go thru counselling etc. His leaving maybe only right if the job offer/contract of employment was also verbal, then he would be justified in doing so.
Venkat, KL
From Malaysia, Petaling Jaya
Venkat, KL
From Malaysia, Petaling Jaya
Dear Venket,
Not only in Malasiya even in our country INDIA they follow the same procedure very few companies give relaxsation,but however after a break if he wants to rejoin he will be treated as new empolyee and during his settlement his break in service will not be taken into account.
From India, Madras
Not only in Malasiya even in our country INDIA they follow the same procedure very few companies give relaxsation,but however after a break if he wants to rejoin he will be treated as new empolyee and during his settlement his break in service will not be taken into account.
From India, Madras
Dear Dinamani,
Being a Sr. Technician, first of all, action should have been initiated against him under Standing orders - for the offence committed by him in violation of the Contract, i.e., his services should have been terminated after giving him due notice. Thereafter, the question of taking a terminated employee back, depends upon your Company Policy.
regards
Prakash D
From India, Delhi
Being a Sr. Technician, first of all, action should have been initiated against him under Standing orders - for the offence committed by him in violation of the Contract, i.e., his services should have been terminated after giving him due notice. Thereafter, the question of taking a terminated employee back, depends upon your Company Policy.
regards
Prakash D
From India, Delhi
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How to Handle an Employee Resignation.doc