Dear All,
I would like to know if the HR of a company should speak to employees who are applying for a job elsewhere. I am aware of some employees applying for a job. Should I ask them about it in a nice manner to know the reasons for applying?
From India, Mumbai
24I would like to know if the HR of a company should speak to employees who are applying for a job elsewhere. I am aware of some employees applying for a job. Should I ask them about it in a nice manner to know the reasons for applying?
From India, Mumbai
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hii, Hmm yeah you can have a word, but make sure that i would be between you and the employee only. Its part of our job da. Go Ahead!! Good Luck. Regards, Sai..
From India, Hyderabad
From India, Hyderabad
Thanks Sainath .... i want to discuss this with them because i wud like to know from these good people if something can be changed from our end to stop them.
From India, Mumbai
From India, Mumbai
Greetings,
Let's understand the fact of what makes a talent apply for a new job: better pay, a different profile, a promotion, a change of place, a breather for the career, and simply market research. The talent that has joined your firm has a view of its career plan and growth. Please look into individual situations as separate cases. You may not be able to prevent everyone from leaving your firm, but you need to ensure that you remain their best employer.
Counseling and open discussions are the least you can offer. Changing situations, including job profile, salary, location, reporting structure, and brand, remain a luxury for a few. These discussions would provide you with more than one input for talent development. Please consider them as your own research beyond your role. Try to gain as much understanding and as many views as you can through them. These inputs will help you hire people who are best aligned with the roles and keep them motivated for a longer period of time.
Wishing you all the best!
From India, Mumbai
Let's understand the fact of what makes a talent apply for a new job: better pay, a different profile, a promotion, a change of place, a breather for the career, and simply market research. The talent that has joined your firm has a view of its career plan and growth. Please look into individual situations as separate cases. You may not be able to prevent everyone from leaving your firm, but you need to ensure that you remain their best employer.
Counseling and open discussions are the least you can offer. Changing situations, including job profile, salary, location, reporting structure, and brand, remain a luxury for a few. These discussions would provide you with more than one input for talent development. Please consider them as your own research beyond your role. Try to gain as much understanding and as many views as you can through them. These inputs will help you hire people who are best aligned with the roles and keep them motivated for a longer period of time.
Wishing you all the best!
From India, Mumbai
Guys, please consider the statement: "You may not be able to stop everyone from leaving your firm. You need to ensure you remain their best employer," which actually matters here. I agree with (Cite Contribution) Ma'am.
No need to ask the employee whether he/she is planning to change jobs or not because you are not going to get an actual response and the answers you want. For example, if I had been asked the same, I would surely reply to my boss, "NO, I'm not looking for changes; it might be a rumor." This is a natural and most expected answer from an employee. Therefore, it would be better to know the reason behind the decision of any employee to look for a change instead of asking directly.
There are many programs and systems available that you can use to motivate and retain your employees, such as [I]feedback system, Transparent Work Culture, Supporting employees, Responsibility with more Flexibility, Stress busters, and so on...
Actually, the subject of this thread/post could be "How to retain employees", and I guess we have already discussed the same many times before.
From India, Gurgaon
No need to ask the employee whether he/she is planning to change jobs or not because you are not going to get an actual response and the answers you want. For example, if I had been asked the same, I would surely reply to my boss, "NO, I'm not looking for changes; it might be a rumor." This is a natural and most expected answer from an employee. Therefore, it would be better to know the reason behind the decision of any employee to look for a change instead of asking directly.
There are many programs and systems available that you can use to motivate and retain your employees, such as [I]feedback system, Transparent Work Culture, Supporting employees, Responsibility with more Flexibility, Stress busters, and so on...
Actually, the subject of this thread/post could be "How to retain employees", and I guess we have already discussed the same many times before.
From India, Gurgaon
Dear All,
I would like to add one more point. When an employee is applying for a new job, it is often due to dissatisfaction. A dissatisfied person tends to complain about every little thing that happens to them in the company and may also discuss these matters with other employees and colleagues. Furthermore, when a person sees their co-workers talking about the perks or job opportunities they are receiving in a new company, it can be very tempting for the existing employee.
Therefore, I believe that people applying for new jobs can pose a significant threat, not just because their positions will be vacant, but because they have the potential to damage the relationships within the company and with existing employees. If these individuals are known to the HR department, it is essential to engage with them in a diplomatic and constructive manner. Immediate discussion is crucial in such situations.
Thank you.
From India, Pune
I would like to add one more point. When an employee is applying for a new job, it is often due to dissatisfaction. A dissatisfied person tends to complain about every little thing that happens to them in the company and may also discuss these matters with other employees and colleagues. Furthermore, when a person sees their co-workers talking about the perks or job opportunities they are receiving in a new company, it can be very tempting for the existing employee.
Therefore, I believe that people applying for new jobs can pose a significant threat, not just because their positions will be vacant, but because they have the potential to damage the relationships within the company and with existing employees. If these individuals are known to the HR department, it is essential to engage with them in a diplomatic and constructive manner. Immediate discussion is crucial in such situations.
Thank you.
From India, Pune
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