Devoted to the call center industry, the agents on the phones, and their managers

It is a strategy that most companies adopt to keep people in the company for at least 3 to 6 months.  This assures that training hours weren’t wasted and is a way to cut down “No Call No Shows” during this stage.   It is sometimes referred as a retention tool.  In spite of this, attrition numbers are continuously rising.

The most common form of the training bond is having an employee sign an agreement stating that if they leave the company before “x” amount of time then they have to pay a nominated amount.  This is usually equivalent to the training costs that the company has invested.  A new one now is to hold a portion of one’s salary for a certain period; usually the time they want the employee to stay to recoup the costs.

This is only an advantage to the company and not the employee.  But then again, management would say, “Why complain? The fact they signed the papers, it meant they agreed to it.”  A valid point but doesn’t satisfy employees which eventually can hurt future referrals.

Agents most especially cry “Foul!” when a portion of their salary is taken.  If the base rate is enough to put food on the table, this may not be an issue.  But, if it is low, then you’re telling them to miss a meal or two for the next few months.

This is obviously not a win-win situation.  Think twice before signing that piece of paper.  It is every employee’s right to receive their pay during the scheduled cut off.  Especially with the world’s current situation, it is time to wear our thinking hats to survive.

Lastly, the training bond should be abolished.