4 Strategies to Reduce Employee Absconding from Your Company

2 min


Absconding is the most unethical and immoral manner for any employee to leave their employment.

An absconder is someone who leaves the firm without quitting or following regular leaving processes.

An employee is considered an absconder if they leave their work without notice and are untraceable.
However, understanding why individuals quit their employment is critical.
Abscondment can occur for a variety of causes, including:
  • A serious lack of enthusiasm for the position
  • a lack of commitment on the side of the employee
  • Negativity in the workplace
  • False statements made during the hiring process
  • Organizational goals and personal inclinations that collide

As a result, an absent employee, regardless of the reason, represents a big problem, resulting in a significant gap in communication within the firm.

This article outlines four techniques to reduce employee absconding from your organization, ranging from realistic onboarding tools and practices to effective communication with future workers.

How Should Employee Absconding Cases Be Handled?

Today, it takes a lot of work to nurture employees.
It include developing skills, identifying training needs, rewarding and recognizing them, and building connections.

As a result, if an employee is absent from work for an extended length of time, say more than two weeks, without providing any notice, one should assume the worst and suspect absconding.

Such problems need a comprehensive analysis and proper action to avoid recurrence.
You may enhance the following areas to keep employees from fleeing:

1. Policy Formation

Create a human resources policy that tackles employee noncompliance and misinformed absences.


Absence from work should be addressed by a legal clause in the employment contract.


The condition should require employees to follow the separation policy or suffer legal repercussions from the business. 

2. Onboarding and Recruitment

During the recruiting and selection process, it is critical to do extensive screens and profile checks on prospects before hiring them.
After all, as a recruiter, you want to hire and retain a genuine potential employee.


Furthermore, adopting effective onboarding technologies provides employees a sense of belonging.


With a strong onboarding process in place now, you can retain top talent and keep workers from leaving your organization.
Put your best foot forward to attract and retain new employees. 

3. Responsibilities of Human Resources

HR's tasks include contacting with workers on a regular basis to learn about their levels of satisfaction and any challenges they are experiencing.
The following are some additional HR tasks.


To get feedback, conduct frequent engagement surveys.

Employee growth should be prioritized via mentorship and training.

HR should put in place a clear performance evaluation management framework to obtain feedback from employees and managers.
This should be implemented as an institutional procedure including all stakeholders.

Tracking objective progress on a regular basis and doing frequent check-ins to offer regular feedback should be an integral component of every employee's job position at the organization.

HR should establish a comfortable working atmosphere for the entire staff. 

4. Develop Retention Strategies

In addition to executing the above listed HR best practices, it is critical to proactively propose and enforce successful retention measures inside your organization.


Allow employees to openly voice their opinions—honor and promote exceptional achievement.


Employee espionage incidents will naturally decrease as your crew becomes more motivated and engaged. 

In conclusion

Employees leave their firms on a regular basis.
It is challenging since it is already difficult to locate suitable people, and dealing with staff resigning adds to the difficulty.

Furthermore, there is no way to prevent people from quitting their positions entirely.

You may, however, create rules and processes to mitigate the impact of people leaving your organization.

By implementing these four processes in the employment lifecycle, you can create an environment that prospects, new hires, and employees desire to work in.


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