Employees are the backbone of any business. They are the ones who keep everything running smoothly and make sure that customers get what they need. Without them, companies would not be able to function.

Statistics back this up. A study by the Society for Human Resource Management found that, on average, businesses lose $2,650 per employee who leaves. That’s a lot of money that you could lose if an employee decides to go AWOL.

So what can employers do to ensure their employees don’t leave? There are a few things that can help:

By implementing these strategies, businesses can create a work environment that is both positive and rewarding, which will help keep employees happy and engaged. However, it might be challenging to ensure that employees stick around.

In cases where an employee goes AWOL, employers should take immediate action. Here are a few steps to consider.

Investigate the Situation

When employees go AWOL, employers must investigate what caused them to leave. This can help them determine what went wrong and how they can fix it. It can also help them understand why the employee resigned and whether there was anything they could have done to prevent it.

Investigating an employee’s departure is also essential for legal reasons. If the employee decides to sue the company, the employer will need to be able to show that they made a good-faith effort to find out what happened.

There are a few things employers can do to investigate an employee’s departure:

By investigating an employee’s departure, employers can better understand what went wrong and how they can improve their workplace.

Try to Contact the AWOL Employee

AWOL employees are some of the hardest to reach, so employers must make an effort to contact them and try to find a solution. If possible, employers can attempt to get the employee directly or contact their family members, friends, or previous employers.

Employers must be understanding and compassionate when attempting to contact an AWOL employee. Showing respect and empathy is vital in these situations as employees may feel embarrassed or ashamed if they’ve gone awol.

If employers can contact the employee, they should offer them the opportunity to explain why they left and discuss how they can rectify the situation. If there is a way for the employer and employee to reach an agreement, this could help resolve the issue more quickly. Otherwise, employers may need to take further action.

Take Action

If all other attempts have failed, employers must take the appropriate disciplinary action. This could include suspending or terminating the employee’s contract or filing a complaint with the relevant authorities.

Before taking such actions, employers should ensure that they comply with all local and national laws regarding employees who go AWOL. They should also be aware of any potential legal repercussions from their decisions.

You might also have to get your preferred and reliable process servers to serve the employee with legal papers. This can be costly and time-consuming, so weighing all the options before taking action is crucial. Sometimes, AWOL employees will not want to be found, so employers should prepare for the possibility that they may never hear from them again.

Enforce Rules and Policies

When employers have gone through the process of investigating and trying to contact an AWOL employee, they should take steps to prevent similar situations in the future. This can include enforcing existing rules and policies or introducing new ones to help identify when employees might be at risk of leaving without notice.

It is also essential for employers to encourage open dialogue with their team members so that they can address any potential issues quickly and effectively. Doing so will make it easier for them to spot signs of dissatisfaction or burnout before an employee decides to go AWOL.

Finally, employers should ensure that all staff members know what to do if an individual goes missing from work. Clear procedures will make it easier for everyone involved if such a situation arises.

Final Thoughts

By understanding what to do when an employee goes AWOL, employers can ensure that they take the necessary steps to protect their business and employees. Not only will this help resolve the issue quickly and effectively, but it will also help prevent such situations from arising. Ultimately, employers should strive to create a workplace where employees feel supported and appreciated, as this will encourage them to stay with the company for longer.

With these tips in mind, employers can better understand how to handle an employee who has gone AWOL and ensure they are doing all they can to protect themselves and their staff.