53 officers have resigned from Punjab & Sind Bank since April 2026, while more than 165 officers have resigned from the bank between April 2025 and August 31, 2026.
This is a matter of concern because Punjab & Sind Bank is a government-owned public sector bank, and employees generally consider PSU banks to offer greater job security and stability. Despite this, a significant number of officers are leaving the bank.
Employee attrition is an important issue for any organisation, but it becomes even more significant in the banking sector. When experienced officers leave, the bank not only loses manpower but also loses employees who have knowledge of the bank’s systems, customers and processes.
If employees continue to leave the bank in such large numbers, the management should look into the reasons behind these resignations and try to understand what is prompting employees to leave.
Our team contacted some of the officers who resigned from the bank and asked them about the reasons behind their resignation. According to the employees we spoke to, toxic work culture in the banking sector was one of the primary reasons for their decision to resign.
The issue of work pressure has become an important concern among banking employees. Officers are required to handle multiple responsibilities, including customer service, loan processing, recovery, compliance, KYC-related work and business targets. When staff strength is inadequate, these responsibilities can put additional pressure on the existing employees.
Resignations Can Further Reduce Staff Strength
There is also a vicious cycle involved in employee attrition. When employees resign, the staff strength of a branch or office decreases. The remaining employees then have to handle additional work. This can increase their workload and pressure, which may further affect employee satisfaction and potentially lead to more resignations.
Therefore, simply replacing employees after they leave may not be enough. The bank also needs to understand why employees are leaving in the first place.
A lower attrition rate can help the bank retain experienced employees, maintain adequate staffing levels and reduce the additional workload on existing employees.
What Should the Bank Do?
The management should conduct a detailed analysis of employee resignations and identify the major reasons behind them. Feedback from employees who have resigned, as well as those who are currently working in the bank, could help management understand the situation better.
The bank should also examine issues such as work pressure, staffing levels, working hours, target pressure, transfers, promotion-related concerns and the overall work environment.
If the management is able to address these concerns, it could help improve employee satisfaction and reduce attrition.
For a public sector bank, retaining experienced employees is particularly important because employees play a crucial role in maintaining customer relationships and ensuring the smooth functioning of branches.
The rising number of resignations should therefore not be viewed merely as an employee-level issue. It is something that could have an impact on the bank’s staff strength, productivity and overall functioning. The management should look into the matter and take appropriate steps to reduce the attrition rate.
