The most improper and immoral way for any employee to leave their employer is to abscond.
An absconder is somebody who turns away from the company without resigning or using the proper exit procedures.
An employee is referred to as an absconder if they quit their job without prior notice and are untraceable.
The reason why employees leave their jobs is essential to understand, though. Abscondment can occur for the following reasons:
- A severe lack of interest in the position
- Lack of dedication on the part of the worker
- Workplace negativity
- False claims made during the recruitment process
- Objectives of the organization and clash in personal preferences
Consequently, a missing employee signifies a serious problem regardless of the reason, leading to a huge gap in communication within the organization.
From practical onboarding tools and processes to communicating effectively with potential employees, this article discusses four strategies to minimize employees absconding from your company.
How To Handle Cases Of Employee Abscondment?
Today nurturing employees demands a lot of effort. It includes skill development, identifying training needs, rewarding and recognizing them, and developing relationships.
As a result, when an employee misses work for a prolonged period, say more than two weeks, without giving any notice, one should assume the worst and think it is an absconding case.
Such issues require a thorough investigation and appropriate action to prevent a recurrence. To prevent employees from running away, you can improve the following things:
1. Policy Development
Create an HR policy that addresses employee non – compliance and uninformed absences.
Absconding from work should be covered by a legal provision in the employment contract.
The condition should compel employees to abide by the separation policy or face the consequences of employer legal action.
2. Recruitment And Onboarding
Before hiring candidates, it is crucial to conduct thorough screenings and profile checks on them during the recruitment and selection process. As a recruiter, you would, after all, want to hire and keep a sincere prospective employee.
Furthermore, onboarding employees using efficient onboarding tools gives them a sense of belonging.
With a stellar onboarding process today, you can retain top talent and prevent employees from absconding from your company. Put your best foot forward to engage and retain hires.
3. HR’s Responsibilities
HR’s responsibilities include communicating with employees frequently to learn about their satisfaction levels and any difficulties they face. Following are some other responsibilities of an HR.
- Conduct regular engagement surveys to get feedback.
- Employee development should receive sufficient attention through mentoring and training.
- HR should implement a transparent performance evaluation management structure to gather input from workers and their managers. This needs to be established as an institutional mechanism to include all parties.
- Regularly tracking goal progress and conducting frequent check-ins to provide regular feedback should be an essential component of every employee’s work role within the company.
- HR should provide the entire workforce with a comfortable working environment.
4. Create Strategies For Retention
Along with implementing the mentioned HR best practices, it’s crucial to proactively introduce and enforce successful retention strategies within your company.
Give the employees a forum to express their opinions freely—honor and reward excellent performance.
Employee espionage cases will automatically decline once your workforce is motivated and engaged.
Bottom Line
Employees leaving their companies is a common occurrence. It is a challenge because it is already difficult to find qualified candidates, and dealing with employees quitting is an added burden.
Additionally, there is no way to stop employees from leaving their jobs completely.
However, you can develop policies and procedures that lessen the impact of employees leaving your company.
You can create an atmosphere that candidates, new hires, and workers want to work in by putting these four steps in the employee lifecycle to work.
