Posted by Tips for preventing job abandonment
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Create a job abandonment policy
Outline the steps you will take to try to reach someone who is missing from work for several consecutive days. Should someone abandon their position, follow this process, documenting each step.
The policy may also detail any penalties an employee might face if they quit without notice. For example, if the employee has been given a loan or perks that are conditional on fulfilling a contract, you might specify that leaving early or without notice could see the cost of these subtracted from the final pay-check.
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Improve the on-boarding process
Reduce the risk of new hires abandoning their jobs by making on-boarding as smooth as possible. Foster a culture that’s inclusive and welcoming and where team members feel safe to ask questions. Encourage people to see mistakes as learning opportunities rather than a cause for punishment. A positive culture can help improve morale and retention.
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Conduct regular reviews
Conducting regular performance reviews can help identify problems of this nature. It gives you as a leader a chance to review each employee and discuss areas where they might be struggling. This type of regular communication also gives your employees a chance to discuss any issues they might have and request opportunities for training or progression if they’re performing well.
Related link: How to Quit Your Job
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Offer options for medical leave
Support employees by offering the option to take medical leave if needed. Illness and medical conditions are common causes of job abandonment and by making it clear that you’ll support those who need time off for medical reasons, you’ll be less likely to have someone to go missing without a trace.
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Seek input from departing employees
If an employee resigns formally, take the opportunity to conduct an exit interview. This could provide you with useful information about how employees view the company, reasons to why they chose to leave and how you could improve retention for current and future employees.
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Be flexible with scheduling
If an employee asks for flexible hours or other support, consider trying to accommodate them. Not only might this be more cost-effective than losing them but it could also benefit you by increasing employee job satisfaction and loyalty.