Carteki,
Would that your were right! Unfortunately, these are usually S pass holder from the region in my particular case in point and while there are numbers, they are also essential to keeping the company at full strength. This is especially so with the changes to the Quotas for S pass holders. I find myself with a negative quota (they are okay until their passes expire) because I cannot keep locals on the job so it affects my quotas as they are computed on 3 month running averages. So, when one of them up and quits (and their local network support them in this) the don't give us notice per se but pay us their salary in lieu. (one month's salary) and they leave. Now I'm short one man and cannot hire another to replace him due to the negative quota I find myself in.
It used to be that "regional" expats were about the only ones that pulled this kind of crap, but in the last 5-7 years, I'm starting to see the same attitudes among a number of western expats as well. We aren't vindictive like some but it's only because I usually go to bat for the employee even though I'm the HR & Finance Manager. But it's probably only because my Local MD was formerly a High Street Banker for 22 years in the UK that I get away with it.
When an employee gets PR you can almost bet the employee will quit within 3 months. Same problem although they will usually give notice and possibly work it out but a lot only work half and pay off the other half. It's employee's that cause it to be bad for future employees, not the employers. In my case I have to spend a considerable amount of money getting Government Training (from NEA) in order to be able to keep my staff working. This cost is borne by the company and if they up and leave several months down the road, it's a real drain on the bottom line because the ROI is not there.
Regarding you last question? No, they are not worth getting upset over, but yes, we do not like to lose them for the reasons stated above.
What to do?
