Hey Guys,
Thanks for your valuable suggestion even i am also suffering with the same problem.
Even we are offering good salary+ Env.+ Projects people are not happy i don't know how to slove this big problem..
Regards,
Anjum
From India, Mumbai
2Thanks for your valuable suggestion even i am also suffering with the same problem.
Even we are offering good salary+ Env.+ Projects people are not happy i don't know how to slove this big problem..
Regards,
Anjum
From India, Mumbai
WHY EMPLOYEES LEAVE ORGANISATIONS ?
- Azim Premji, CEO- Wipro
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you're losing good people, look to their manager .... manager is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
" People leave managers not companies ," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
From India, Bangalore
- Azim Premji, CEO- Wipro
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you're losing good people, look to their manager .... manager is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
" People leave managers not companies ," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
From India, Bangalore
Dear Adi,
Here is my view in finding the reasons for leaving an employee.
1. The main reason is the compensation given by your competitor.
2. Work Pressure.
3. Work Environment[Boss, Subordinates, Peers etc]
4. Policies of the company.
In my view these above are the main areas where employees are dissatisfied
One should compare the competitors pay package offered at various grade levels.
By using these above you can implement the retention strategy
Regards,
Eshwar Reddy
From India, Bangalore
Here is my view in finding the reasons for leaving an employee.
1. The main reason is the compensation given by your competitor.
2. Work Pressure.
3. Work Environment[Boss, Subordinates, Peers etc]
4. Policies of the company.
In my view these above are the main areas where employees are dissatisfied
One should compare the competitors pay package offered at various grade levels.
By using these above you can implement the retention strategy
Regards,
Eshwar Reddy
From India, Bangalore
Hi Adi !
Here is an article I read on website of TVRLS (T V Rao Learning School at Ahmedabad)
It is a very well written article. Will help you have better understanding of Attrition.
Meanwhile we all face attrition these days. There is no one step solution to this. We need to take many steps at a time and have patience.
From India, New Delhi
Here is an article I read on website of TVRLS (T V Rao Learning School at Ahmedabad)
It is a very well written article. Will help you have better understanding of Attrition.
Meanwhile we all face attrition these days. There is no one step solution to this. We need to take many steps at a time and have patience.
From India, New Delhi
sir i am nadish studying human resource managenent in the kuvempu university in shimoga, sir i want to make the dissertation on the attrition management so i wanted the meaning . definition and history of this and why it is important in the company what are the merits and demerits of the attrition management,
From India, New Delhi
From India, New Delhi
Dear Dr. Harish Sir, Can u plz describe in detail what is zero attrition policy........ Regards, Vaibhav
From India, Aurangabad
From India, Aurangabad
Loyalty can’t expect both from Individual and Management. So attrition is inevitable. K.Ram
From India, Madras
From India, Madras
Dear Friends,
I would like to express my opinion on attrition. The following are the facts and please add your comments if it is not true.
Our employees are always money minded. Whatever you do, at the end of the day / week / month they need liquid cash on hand. They are least bothered about the HR activities, cultural, sports, etc., If another organisation is paying Rs.300 or Rs.500 more for their designation, immediately they will jump after receiving their monthly salary without giving any information to the present employer.
These are the main reasons for increase in attrition rate.
Thanks,
From India, Madras
I would like to express my opinion on attrition. The following are the facts and please add your comments if it is not true.
Our employees are always money minded. Whatever you do, at the end of the day / week / month they need liquid cash on hand. They are least bothered about the HR activities, cultural, sports, etc., If another organisation is paying Rs.300 or Rs.500 more for their designation, immediately they will jump after receiving their monthly salary without giving any information to the present employer.
These are the main reasons for increase in attrition rate.
Thanks,
From India, Madras
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