Dear All,
I am working within IT Company since three hand half years. I completed six projects successfully and supporting 8 countries. I started the consulting offshore work in this company and now I made a good team of 15 members.
Recently i resigned and serving three months notice. They didn’t accept my resignation and they called for meeting and asked my demands.
I resigned because of the following reasons:
Missing Pat on Back
No Appreciations
No Awards like employee of the month and employee of the year in our technology
Need salary Hike
No Growth in the company (Designation)
No Transparency
No weekly meetings
Favoritism playing major role
No Team outs to gel with each other
No Performance Appraisals (For everything need to fight to get)
For two years hands on experience in sap guy is getting more salary than the guy who is working for the client since 3years?
Didn’t know how they are measuring the performance?
No clarity on incentive?
How many times did the managers meet their employees individually in the office to know about their problems?
No trainings in our concern technology
Missing support to do certifications in concern technology
No designation of existing employees but the company offering good designations to new employees?
So some could you please let me know how convey the above issues to the higher level management?
I want put my demands along with the above points. So could you please suggest how to proceed..
Thanks in advance
From India, Hyderabad
I am working within IT Company since three hand half years. I completed six projects successfully and supporting 8 countries. I started the consulting offshore work in this company and now I made a good team of 15 members.
Recently i resigned and serving three months notice. They didn’t accept my resignation and they called for meeting and asked my demands.
I resigned because of the following reasons:
Missing Pat on Back
No Appreciations
No Awards like employee of the month and employee of the year in our technology
Need salary Hike
No Growth in the company (Designation)
No Transparency
No weekly meetings
Favoritism playing major role
No Team outs to gel with each other
No Performance Appraisals (For everything need to fight to get)
For two years hands on experience in sap guy is getting more salary than the guy who is working for the client since 3years?
Didn’t know how they are measuring the performance?
No clarity on incentive?
How many times did the managers meet their employees individually in the office to know about their problems?
No trainings in our concern technology
Missing support to do certifications in concern technology
No designation of existing employees but the company offering good designations to new employees?
So some could you please let me know how convey the above issues to the higher level management?
I want put my demands along with the above points. So could you please suggest how to proceed..
Thanks in advance
From India, Hyderabad
Hi Dear Cherry
oh Boy !, this enterprise needs an HR department, with effective HR policies and Human Touch as soon as possible.
Summarise your issues on paper, indicating all the problems along with relevant examples with credible proofs.
Document your performance and achievements.
Conduct self appraisal from neutral point of view and write it down.
Make a list of changes, efforts, intiatives, improvements from the management which may convince you to stay with the company.
Then proceed to the HR Department (if any) or (if no HRs) then management politely to discuss this issues. keep your mind open to feedback and suggestions. Maintain politeness all the time. do not say anything unappropriate. Maintain your calm composure.
In the meeting, make notes of whatever discussion, conclusion or agreements takes place. Request for the actions in writing if agreed or disagreed on listed demands.
Hope this helps
Best Wishes
From Kuwait, Salmiya
27oh Boy !, this enterprise needs an HR department, with effective HR policies and Human Touch as soon as possible.
Summarise your issues on paper, indicating all the problems along with relevant examples with credible proofs.
Document your performance and achievements.
Conduct self appraisal from neutral point of view and write it down.
Make a list of changes, efforts, intiatives, improvements from the management which may convince you to stay with the company.
Then proceed to the HR Department (if any) or (if no HRs) then management politely to discuss this issues. keep your mind open to feedback and suggestions. Maintain politeness all the time. do not say anything unappropriate. Maintain your calm composure.
In the meeting, make notes of whatever discussion, conclusion or agreements takes place. Request for the actions in writing if agreed or disagreed on listed demands.
Hope this helps
Best Wishes
From Kuwait, Salmiya
Dear CherryCrishna,
Firstly congrats on the achievements you have made so far. Managing and delivering such responsibilities , reaps immense learning and thats your greatest takeaway. Congratulations on it !
I applaud Hussain's contribution towards your query and second his views. In addition to what he has rightly pointed out, please consider my suggestion. If they are trying to retain you , consider listening to them. It doesn't mean you would accept what they offer you, but give them a full chance to make an offer. Please shift your focus from demanding, to what truly matters for you. Identify the points in the list that are suggestion but not a request. Suppose an absence of performance appraisal is a machinery related suggestion, whereas requesting for a mentor or a sponsor to your growth is an individual request. Your list would be roughly drilled down to a promotion or a hike in the salary, at the most a longer onsite option.
The reason why I am requesting this , the company may never have valued you, but rightly knows your worth. However, this still do not guarantee, that they would agree to what you request or make an offer that equates your worth.
Once that happens, your way out becomes easier, you can gracefully thank them and walk away.
This kind of a process will put the ball in their court , rather than you waging war on them. As Hussain suggested, remain extremely composed through out the discussion. Remember , you have worked for them, so if there are any option for you to be valued and earn the fruits of your effort, you should not stand to lose out on it.
Pray you receive the best results. Wish you all the success!
Regards,
(Cite Contribution)
From India, Mumbai
Firstly congrats on the achievements you have made so far. Managing and delivering such responsibilities , reaps immense learning and thats your greatest takeaway. Congratulations on it !
I applaud Hussain's contribution towards your query and second his views. In addition to what he has rightly pointed out, please consider my suggestion. If they are trying to retain you , consider listening to them. It doesn't mean you would accept what they offer you, but give them a full chance to make an offer. Please shift your focus from demanding, to what truly matters for you. Identify the points in the list that are suggestion but not a request. Suppose an absence of performance appraisal is a machinery related suggestion, whereas requesting for a mentor or a sponsor to your growth is an individual request. Your list would be roughly drilled down to a promotion or a hike in the salary, at the most a longer onsite option.
The reason why I am requesting this , the company may never have valued you, but rightly knows your worth. However, this still do not guarantee, that they would agree to what you request or make an offer that equates your worth.
Once that happens, your way out becomes easier, you can gracefully thank them and walk away.
This kind of a process will put the ball in their court , rather than you waging war on them. As Hussain suggested, remain extremely composed through out the discussion. Remember , you have worked for them, so if there are any option for you to be valued and earn the fruits of your effort, you should not stand to lose out on it.
Pray you receive the best results. Wish you all the success!
Regards,
(Cite Contribution)
From India, Mumbai
I would suggest you 'demonstrate' your need for the demands rather than 'speak' of them. If you can objectively point out instances on that (Cause-Effect in numbers or money terms), it will help management understand the issue. And please talk to the top management. Some companies have a problem at the top, so, if yours is one of them, you will know and can stop discussing when you get a counter attack...
But I hope you have a standby before you head down that road... Things could go 'terribly wrong' and you don't want to be left with nothing...
From United States, Daphne
But I hope you have a standby before you head down that road... Things could go 'terribly wrong' and you don't want to be left with nothing...
From United States, Daphne
Dear Cherry,
Going by list of your demands, it appears that your management follows management practices of 18th century. How you could complete three and half years there that you only know. Hats off to you!
Do you think they will accede your demand? Even if they accept, they will move from 18th century to 19th century. I don't think so. You should have stuck to your guns rather than accepting course of sitting across table for negotiations.
Your employer has prohibited your personality from growing. You will pay high price for this in future. Benefit of high salary that you will get by withdrawing your resignation is just minuscule benefit compared to your loss. Have you done this cost benefit analysis?
Anyway choice is yours.
Dinesh V Divekar
From India, Bangalore
Going by list of your demands, it appears that your management follows management practices of 18th century. How you could complete three and half years there that you only know. Hats off to you!
Do you think they will accede your demand? Even if they accept, they will move from 18th century to 19th century. I don't think so. You should have stuck to your guns rather than accepting course of sitting across table for negotiations.
Your employer has prohibited your personality from growing. You will pay high price for this in future. Benefit of high salary that you will get by withdrawing your resignation is just minuscule benefit compared to your loss. Have you done this cost benefit analysis?
Anyway choice is yours.
Dinesh V Divekar
From India, Bangalore
Hello cherrycrishna,
I think you FIRST NEED TO MAKE YOUR MIND whether you will stay back if the company walks a few steps in your list.
But however, I shall repeat what Dinesh V Divekar suggested: "Even if they accept, they will move from 18th century to 19th century". Such things take time to change--and in many cases, it takes many knocks to push towards the desired changes.
If you have already decided to CHANGE FROM THIS JOB, COME WHAT MAY, I still think you must give them this feedback for 2 reasons: (1) after all if you are what you are today, it's because of this company, howsoever & however many flaws it may have. (2) You owe it to the team you built--you mentioned 15--so that at least THEY benefit from your feedback. It's easy to think 'what's in it for me', but not very often an opportunity comes to pass on the benefits to others WITHOUT you getting benefited in any direct way. I think you have such an opportunity--don't let it pass. Incidentally, CiteHR is one such avenue with a heavy concentration of good samaritans--but that's beside the point I guess.
If you think this makes sense, the best way to give the right & full & unadulterated feedback is during the Exit Interview. Until then just tell everyone who asks that you have made your decision--just don't give any scope for a discussion. If you do, then you are allowing yourself into a trap.
On the last day of your working, even if there is no concept of an Exit Interview, mail to the top management [the idea being to put these important inputs to the company on record from your end] the points you mentioned here keeping in mind what (Cite Contribution) mentioned: mention the points as 'suggestions & observations', maybe with a comment that the management can consider them for whatever the points are worth. In fact, the fear-factor that you now have will not be there & you won't even have to ask anyone: "could you please let me know how convey the above issues to the higher level management?"
You will 'know' what & how to do it. That's human psychology I guess--the fear factor just goes when YOUR NEXT STEP isn't linked with what you are doing NOW.
All the Best.
Rgds,
TS
From India, Hyderabad
I think you FIRST NEED TO MAKE YOUR MIND whether you will stay back if the company walks a few steps in your list.
But however, I shall repeat what Dinesh V Divekar suggested: "Even if they accept, they will move from 18th century to 19th century". Such things take time to change--and in many cases, it takes many knocks to push towards the desired changes.
If you have already decided to CHANGE FROM THIS JOB, COME WHAT MAY, I still think you must give them this feedback for 2 reasons: (1) after all if you are what you are today, it's because of this company, howsoever & however many flaws it may have. (2) You owe it to the team you built--you mentioned 15--so that at least THEY benefit from your feedback. It's easy to think 'what's in it for me', but not very often an opportunity comes to pass on the benefits to others WITHOUT you getting benefited in any direct way. I think you have such an opportunity--don't let it pass. Incidentally, CiteHR is one such avenue with a heavy concentration of good samaritans--but that's beside the point I guess.
If you think this makes sense, the best way to give the right & full & unadulterated feedback is during the Exit Interview. Until then just tell everyone who asks that you have made your decision--just don't give any scope for a discussion. If you do, then you are allowing yourself into a trap.
On the last day of your working, even if there is no concept of an Exit Interview, mail to the top management [the idea being to put these important inputs to the company on record from your end] the points you mentioned here keeping in mind what (Cite Contribution) mentioned: mention the points as 'suggestions & observations', maybe with a comment that the management can consider them for whatever the points are worth. In fact, the fear-factor that you now have will not be there & you won't even have to ask anyone: "could you please let me know how convey the above issues to the higher level management?"
You will 'know' what & how to do it. That's human psychology I guess--the fear factor just goes when YOUR NEXT STEP isn't linked with what you are doing NOW.
All the Best.
Rgds,
TS
From India, Hyderabad
TS,
I think this is an opportunity to encash, if the management walks a few steps...
And I believe its better to be afraid and maintain a low profile than blow things out of proportion, especially from a long-term perspective. Your suggestion is like a wife divorcing the husband and telling him before leaving what he could do... I don't think you might like to take that kind of BS, especially if you are from the 18th century... :-) Dont you agree???
And Dinesh, I agree with your perception. However, it might be unwise to assume that this is the whole picture... We are definitely missing some of the positives... For if this were the only thing, the company would struggle even on the short-run, while this one is actually growing @ 15 folds in 3 years! So, we are definitely not seeing the whole picture.
If he could demonstrate what effects were caused due to each of the demands and convince them to take these up, he could possibly be promoted to a key member of their management team. I wouldn't let such a person go :-) and I am sure the company wouldn't want to, if he is able to substantiate his claims in business terms. If not, it could be interpreted as some stupid feeling and allegations that have no business basis... I know its sad, but it is often true! Thats where consultants pitch in as the 'doctors' :-)
From United States, Daphne
I think this is an opportunity to encash, if the management walks a few steps...
And I believe its better to be afraid and maintain a low profile than blow things out of proportion, especially from a long-term perspective. Your suggestion is like a wife divorcing the husband and telling him before leaving what he could do... I don't think you might like to take that kind of BS, especially if you are from the 18th century... :-) Dont you agree???
And Dinesh, I agree with your perception. However, it might be unwise to assume that this is the whole picture... We are definitely missing some of the positives... For if this were the only thing, the company would struggle even on the short-run, while this one is actually growing @ 15 folds in 3 years! So, we are definitely not seeing the whole picture.
If he could demonstrate what effects were caused due to each of the demands and convince them to take these up, he could possibly be promoted to a key member of their management team. I wouldn't let such a person go :-) and I am sure the company wouldn't want to, if he is able to substantiate his claims in business terms. If not, it could be interpreted as some stupid feeling and allegations that have no business basis... I know its sad, but it is often true! Thats where consultants pitch in as the 'doctors' :-)
From United States, Daphne
Hi..
I agree with Nikhil here, the presentation of the facts(which may also be perception) should be in a manner that it looks more of a business proposal with cause and effect in monetary terms. There are some companies who won't even stop the candidate after looking at the allegations/suggestions list..so if we have on chance here, lets encash it to the fullest and present the scenario enhancing the positives of the company.
If Cherry have been working in the organisation for last 3.5 years, there would surely be many positives also as Nikhil mentioned, it is not the whole picture....
Also, being emotional should be avoided, no matter how hurt or angry you are about things, be professional and relate examples and use words such as barriers in growth, communication gaps etc...
Rest all seniors have given wonderful suggestions...
All the best..and be prepared as the things can go wrong anytime...:)
From India, Delhi
I agree with Nikhil here, the presentation of the facts(which may also be perception) should be in a manner that it looks more of a business proposal with cause and effect in monetary terms. There are some companies who won't even stop the candidate after looking at the allegations/suggestions list..so if we have on chance here, lets encash it to the fullest and present the scenario enhancing the positives of the company.
If Cherry have been working in the organisation for last 3.5 years, there would surely be many positives also as Nikhil mentioned, it is not the whole picture....
Also, being emotional should be avoided, no matter how hurt or angry you are about things, be professional and relate examples and use words such as barriers in growth, communication gaps etc...
Rest all seniors have given wonderful suggestions...
All the best..and be prepared as the things can go wrong anytime...:)
From India, Delhi
Hai,
good morning every body.
This type of situation happens to me twice.
First thing i had done was think what will happen to me and the company, if i am not in the company.
Write down all the positive and negative things for both.
Again rewrite the same thing.
Why i am saying this is. If we rewrite a thing, mostly it will vary from first to second.
If you are satisfied then convey the details to whom you are reporting regularly.
Then wait for the outcome.
If your details were correct then you will be in either way (get a better and happy position, or clean exit)
enjoy what ever the out come.
Thanks.
L j rajagopalan
lakshmi enterprises.
From India, Madras
good morning every body.
This type of situation happens to me twice.
First thing i had done was think what will happen to me and the company, if i am not in the company.
Write down all the positive and negative things for both.
Again rewrite the same thing.
Why i am saying this is. If we rewrite a thing, mostly it will vary from first to second.
If you are satisfied then convey the details to whom you are reporting regularly.
Then wait for the outcome.
If your details were correct then you will be in either way (get a better and happy position, or clean exit)
enjoy what ever the out come.
Thanks.
L j rajagopalan
lakshmi enterprises.
From India, Madras
Dear Cherry
The resignation submission must have been planned taking into all angles of your considerations for job. Once resigned, it will be prudent if u stick to ur decision. If the Management could not give recognition in ur so many years with the Organization, there are little chance of them changing now. By this time u may have committed to a new Company which u should join. All the best wishes.
From India, Faridabad
The resignation submission must have been planned taking into all angles of your considerations for job. Once resigned, it will be prudent if u stick to ur decision. If the Management could not give recognition in ur so many years with the Organization, there are little chance of them changing now. By this time u may have committed to a new Company which u should join. All the best wishes.
From India, Faridabad
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Employee-retent ion-plan_1__185 .pdf
Retention of Employees.doc
Negotiation.ppt