Different people have different views on this and the most common one is better salary and company. But it is a fact that people leave Managers and not company.
Friends, I have tried this and it works believe me. If you want to retain your team have all local team members in your tem. Means if your office is in Pune have team members who are from Pune and not members who have migrated from other states or cities. The reason of not having local team members is the real reason why most people leave the company.
Believe me friends people leave not because they are not happy with job, profile or salary but because the Managers make comments about the in time and out time of member, taking holiday or half day for birthday, marriage/death of relative even neighbors etc. Local people have to do because he has a social life. Migrated people are mostly without family and are staying alone or with friends. They do not have any social life; since they are miles away from their hometown they have excuses of distance for every social obligation. Also since they do not have any thing to do at home they sit till later nights and also come to office on weekdays and holidays as being at home they will get bored and at office they get free phone/ internet to chat with their families back in their hometown, free tea coffee , Air condition etc. This helps them save their money. Also when they go on leave it is for months and local employee have to do overtime to do his part of work.
The problem starts when Manager gives examples of the migrated members to others local members like he sits late, doesn’t take holidays/ half days frequently, come even on holidays and weekends etc. Which hurts the local member has even if he wants to he cannot give excuse to escape from his social obligation as he is present in the city. This spoils his relation with friends, wife, parents, family etc. So an employee tries to move to a company were he will considered human and not machine. An excuse is given of better pay, company etc. Everyone knows that how much pathetic and idiot might be the Manager the company will never listen against the manger. So the members leaves the company without ant comments about the manager.
To be contd……
From India, Mumbai
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1Friends, I have tried this and it works believe me. If you want to retain your team have all local team members in your tem. Means if your office is in Pune have team members who are from Pune and not members who have migrated from other states or cities. The reason of not having local team members is the real reason why most people leave the company.
Believe me friends people leave not because they are not happy with job, profile or salary but because the Managers make comments about the in time and out time of member, taking holiday or half day for birthday, marriage/death of relative even neighbors etc. Local people have to do because he has a social life. Migrated people are mostly without family and are staying alone or with friends. They do not have any social life; since they are miles away from their hometown they have excuses of distance for every social obligation. Also since they do not have any thing to do at home they sit till later nights and also come to office on weekdays and holidays as being at home they will get bored and at office they get free phone/ internet to chat with their families back in their hometown, free tea coffee , Air condition etc. This helps them save their money. Also when they go on leave it is for months and local employee have to do overtime to do his part of work.
The problem starts when Manager gives examples of the migrated members to others local members like he sits late, doesn’t take holidays/ half days frequently, come even on holidays and weekends etc. Which hurts the local member has even if he wants to he cannot give excuse to escape from his social obligation as he is present in the city. This spoils his relation with friends, wife, parents, family etc. So an employee tries to move to a company were he will considered human and not machine. An excuse is given of better pay, company etc. Everyone knows that how much pathetic and idiot might be the Manager the company will never listen against the manger. So the members leaves the company without ant comments about the manager.
To be contd……
From India, Mumbai
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Hi A good attempt to put forward your personal observations and opinions. But it should not be conclusion. Further try to think about the other side of the issue also.
From India, New Delhi
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From India, New Delhi
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Thank you for your valuable comments.
On the other hand, the migrated members should be grouped into one team consisting solely of migrated team members, excluding local members. This approach will allow them to demonstrate their loyalty and dedication to the company and management, although this may not be the reality. It has been observed that 90% of the members staying late are not local and often prioritize personal tasks over company responsibilities. Providing a peaceful working environment for local employees is crucial.
By implementing this strategy, we can address the issue of why people migrate to cities and establish a stable, committed team with reduced turnover. Ultimately, supporting the company and job security should take precedence over emotional considerations for those relocating to urban areas.
From India, Mumbai
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On the other hand, the migrated members should be grouped into one team consisting solely of migrated team members, excluding local members. This approach will allow them to demonstrate their loyalty and dedication to the company and management, although this may not be the reality. It has been observed that 90% of the members staying late are not local and often prioritize personal tasks over company responsibilities. Providing a peaceful working environment for local employees is crucial.
By implementing this strategy, we can address the issue of why people migrate to cities and establish a stable, committed team with reduced turnover. Ultimately, supporting the company and job security should take precedence over emotional considerations for those relocating to urban areas.
From India, Mumbai
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I agree with you, Shoeb - most of the members sitting late in the office do their personal work or chat with colleagues, which the managers don't know. When the members are actually required to work, all the members work as a team, and not only the members who are sitting late all the time.
From India
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From India
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Thanks and appreciated. Can you please elaborate on the last sentence.
If you see the topic which I am addressing here is very delicate and most of the time no team members speak against it. They quietly move on to other jobs. The team always works as a team. It is one team, but during appraisals, people who come on time, go on time, do their work sincerely, suffer as they are underrated, not promoted, and receive a lower hike in salary and bonus compared to people who are in the good books of the management, stay late, and do nothing. They benefit the most from it.
Because in the majority of companies, such late sitters, or you can call them "white-collar bonded labor," are favorites of the management. For the sake of proving that we are professional and loyal to the company, we often support the moves of the management. But deep within our hearts, we know what is right and wrong. We do not say or express the reality.
From India, Mumbai
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If you see the topic which I am addressing here is very delicate and most of the time no team members speak against it. They quietly move on to other jobs. The team always works as a team. It is one team, but during appraisals, people who come on time, go on time, do their work sincerely, suffer as they are underrated, not promoted, and receive a lower hike in salary and bonus compared to people who are in the good books of the management, stay late, and do nothing. They benefit the most from it.
Because in the majority of companies, such late sitters, or you can call them "white-collar bonded labor," are favorites of the management. For the sake of proving that we are professional and loyal to the company, we often support the moves of the management. But deep within our hearts, we know what is right and wrong. We do not say or express the reality.
From India, Mumbai
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I think it is totally immature to distinguish the performance of employees based on localities and non-localities. The reasons stated are not the only ones for which employees leave an organization.
From India, Pune
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From India, Pune
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I think you have not taken it in the right spirit. I feel you yourself are a migrated person. That's why such a kiddish remark. You are taking it personally.
What I said, just try and see that. Is it not true that when you are away from home, you try calling, texting, or chatting with friends and family back in your hometown?
Tell me one good reason which is not true. Don't outsiders go on leave for more than 10 days? Don't they spend time on the phone and chat? They stay late because they have no one waiting at home. In the office, they get free phone and internet, use office courier services to send and receive personal items and mail, work for lower wages as back in their hometown they would earn less than this, not asking for overtime, otherwise, the free phone and internet they are using will be restricted. But when you are in your hometown, you do attend social events and take holidays or half-days for weddings, engagements, funerals, hospital visits, etc. Because you cannot use the excuse that you are not in town.
Take this in the right spirit, think, and understand. What is said is from years of experience and experiments. I am not a politician to be biased against migrated people, nor am I discriminating. I just feel that everyone has the right to work.
Just because of a few people, why should locals who have family and social lives suffer? Humanity is more important and should not suffer for the benefits of the few.
From India, Mumbai
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What I said, just try and see that. Is it not true that when you are away from home, you try calling, texting, or chatting with friends and family back in your hometown?
Tell me one good reason which is not true. Don't outsiders go on leave for more than 10 days? Don't they spend time on the phone and chat? They stay late because they have no one waiting at home. In the office, they get free phone and internet, use office courier services to send and receive personal items and mail, work for lower wages as back in their hometown they would earn less than this, not asking for overtime, otherwise, the free phone and internet they are using will be restricted. But when you are in your hometown, you do attend social events and take holidays or half-days for weddings, engagements, funerals, hospital visits, etc. Because you cannot use the excuse that you are not in town.
Take this in the right spirit, think, and understand. What is said is from years of experience and experiments. I am not a politician to be biased against migrated people, nor am I discriminating. I just feel that everyone has the right to work.
Just because of a few people, why should locals who have family and social lives suffer? Humanity is more important and should not suffer for the benefits of the few.
From India, Mumbai
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JSF35 & Hiten Parekh, can you justify your remark and prove that whatever I mentioned is wrong.
It is easy to follow the crowd and do what pleases the masses. Do you know that many people do not like cricket but they watch it because they do not want to be left out and stand apart from the crowd and express their own choice? They simply follow what the majority of people are doing.
Read the story below. Just do not follow the crowd blindly; stand up for what is right.
From India, Mumbai
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It is easy to follow the crowd and do what pleases the masses. Do you know that many people do not like cricket but they watch it because they do not want to be left out and stand apart from the crowd and express their own choice? They simply follow what the majority of people are doing.
Read the story below. Just do not follow the crowd blindly; stand up for what is right.
From India, Mumbai
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Train Track and Children
The story given here is quite interesting and really gives us an insight into DECISION MAKING.
A group of children were playing near two railway tracks, one still in use while the other disused. Only one child played on the disused track, the rest on the operational track.
The train came, and you were just beside the track interchange. You could make the train change its course to the disused track and saved most of the kids.
However, that would also mean the lone child playing by the disused track would be sacrificed. Or would you rather let the train go its way?
Let's take a pause to think what kind of decision we could make...
Analyse the situation...
Think and reflect...
Decided your answer!!!!
Now ... go ahead...
Most people might choose to divert the course of the train, and sacrifice only one child. To save most of the children at the expense of only one child was a rational decision most people would make, morally and emotionally.
But, have you ever thought that the child choosing to play on the disused track had in fact made the right decision to play at a safe place?
Nevertheless, he had to be sacrificed because of his ignorant friends who chose to play where the danger was.
This kind of dilemma happens around us every day. In the office, community, in politics and especially in a democratic society, the minority is often sacrificed for the interest of the majority, no matter how foolish or ignorant the majority are, and how farsighted and knowledgeable the minority are.
The child who chose not to play with the rest on the operational track was sidelined. And in the case he was sacrificed, no one would shed a tear for him.
To make the proper decision is not to try to change the course of the train because the kids playing on the operational track should have known very well that track was still in use, and that they should have run away if they heard the train's sirens.
If the train was diverted, that lone child would definitely die because he never thought the train could come over to that track! Moreover, that track was not in use probably because it was not safe.
If the train was diverted to the track, we could put the lives of all passengers on board at stake! And in your attempt to save a few kids by sacrificing one child, you might end up sacrificing hundreds of people to save these few kids.
While we are all aware that life is full of tough decisions that need to be made, we may not realize that hasty decisions may not always be the right one. "Remember that what's right isn't always popular... and what's popular isn't always right."
Everybody makes mistakes; that's why they put erasers on pencils.
Shoeb Hakim
From India, Mumbai
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The story given here is quite interesting and really gives us an insight into DECISION MAKING.
A group of children were playing near two railway tracks, one still in use while the other disused. Only one child played on the disused track, the rest on the operational track.
The train came, and you were just beside the track interchange. You could make the train change its course to the disused track and saved most of the kids.
However, that would also mean the lone child playing by the disused track would be sacrificed. Or would you rather let the train go its way?
Let's take a pause to think what kind of decision we could make...
Analyse the situation...
Think and reflect...
Decided your answer!!!!
Now ... go ahead...
Most people might choose to divert the course of the train, and sacrifice only one child. To save most of the children at the expense of only one child was a rational decision most people would make, morally and emotionally.
But, have you ever thought that the child choosing to play on the disused track had in fact made the right decision to play at a safe place?
Nevertheless, he had to be sacrificed because of his ignorant friends who chose to play where the danger was.
This kind of dilemma happens around us every day. In the office, community, in politics and especially in a democratic society, the minority is often sacrificed for the interest of the majority, no matter how foolish or ignorant the majority are, and how farsighted and knowledgeable the minority are.
The child who chose not to play with the rest on the operational track was sidelined. And in the case he was sacrificed, no one would shed a tear for him.
To make the proper decision is not to try to change the course of the train because the kids playing on the operational track should have known very well that track was still in use, and that they should have run away if they heard the train's sirens.
If the train was diverted, that lone child would definitely die because he never thought the train could come over to that track! Moreover, that track was not in use probably because it was not safe.
If the train was diverted to the track, we could put the lives of all passengers on board at stake! And in your attempt to save a few kids by sacrificing one child, you might end up sacrificing hundreds of people to save these few kids.
While we are all aware that life is full of tough decisions that need to be made, we may not realize that hasty decisions may not always be the right one. "Remember that what's right isn't always popular... and what's popular isn't always right."
Everybody makes mistakes; that's why they put erasers on pencils.
Shoeb Hakim
From India, Mumbai
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Friend, I have given my view with a reason and justification. Why don't you do the same.
It is easy to comment by seeing TV. That this country is going to dogs or Dhoni could have played better. If you really want to change things or make something, you have to support that with hard work, reason, and justification, and you have to do that. Passing comments is a shortcut to escape from reality.
Don't take this personally. Spend some time and effort to put up what you feel. Take my suggestion in true spirit.
From India, Mumbai
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It is easy to comment by seeing TV. That this country is going to dogs or Dhoni could have played better. If you really want to change things or make something, you have to support that with hard work, reason, and justification, and you have to do that. Passing comments is a shortcut to escape from reality.
Don't take this personally. Spend some time and effort to put up what you feel. Take my suggestion in true spirit.
From India, Mumbai
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Dear Shoeb,
I do not wish to prove you wrong, but the issue you are discussing and the subject you have mentioned misleads the discussion.
Firstly, let me share my perception of the term "Team" - It is a group of individuals who have their own set of competencies and work both individually and as a team to achieve goals. They carry out tasks assigned to them and help others achieve their tasks through cooperation.
A team obviously consists of more than one individual, and its composition varies from organization to organization, place to place, type of tasks, and in many other ways.
Having a good team does not necessarily mean they should all be from the same geographical location. The membership in a team has to be goal/objective-specific. Anyone who has the competence to contribute towards the goals/objectives of the team is eligible for membership - in fact, it is an essential requirement.
One cannot have selection/membership criteria such as being from a particular geographical area. In such a scenario, one cannot have a competent and, in turn, successful team.
Building a team is a broad term that involves aspects like individuals cooperating with each other irrespective of their religion, domicile, and personal and social customs.
People leaving a team is a common phenomenon in today's industrial world, but it cannot be correlated with cases of bosses favoring long-staying migrants and scolding punctual locals. A team is far beyond all such things.
If you want to discuss the issue of employees misusing the internet/phone facilities provided by the company (irrespective of during office hours or after office hours, by locals or migrants), you can discuss it. But please do not relate it to team building, retention in a team, or lateral thinking.
I hope you understand the point I am trying to make. In one sentence, I would like to reiterate my views: Team building and retention in a team are irrespective of members being locals or migrants. The issue of misuse of office phone and internet can and should be discussed separately.
Thank you.
Hiten
From India, New Delhi
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I do not wish to prove you wrong, but the issue you are discussing and the subject you have mentioned misleads the discussion.
Firstly, let me share my perception of the term "Team" - It is a group of individuals who have their own set of competencies and work both individually and as a team to achieve goals. They carry out tasks assigned to them and help others achieve their tasks through cooperation.
A team obviously consists of more than one individual, and its composition varies from organization to organization, place to place, type of tasks, and in many other ways.
Having a good team does not necessarily mean they should all be from the same geographical location. The membership in a team has to be goal/objective-specific. Anyone who has the competence to contribute towards the goals/objectives of the team is eligible for membership - in fact, it is an essential requirement.
One cannot have selection/membership criteria such as being from a particular geographical area. In such a scenario, one cannot have a competent and, in turn, successful team.
Building a team is a broad term that involves aspects like individuals cooperating with each other irrespective of their religion, domicile, and personal and social customs.
People leaving a team is a common phenomenon in today's industrial world, but it cannot be correlated with cases of bosses favoring long-staying migrants and scolding punctual locals. A team is far beyond all such things.
If you want to discuss the issue of employees misusing the internet/phone facilities provided by the company (irrespective of during office hours or after office hours, by locals or migrants), you can discuss it. But please do not relate it to team building, retention in a team, or lateral thinking.
I hope you understand the point I am trying to make. In one sentence, I would like to reiterate my views: Team building and retention in a team are irrespective of members being locals or migrants. The issue of misuse of office phone and internet can and should be discussed separately.
Thank you.
Hiten
From India, New Delhi
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Hi Shoeb,
Thanks for posting. Could you please tell me why an employee leaves the organization even if the candidate hired is local and the manager is good?
Regards,
8)
From India, Hyderabad
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Thanks for posting. Could you please tell me why an employee leaves the organization even if the candidate hired is local and the manager is good?
Regards,
8)
From India, Hyderabad
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Dear Hiten,
Friend, please read my first post on the captioned subject. It is not misleading; it is about team retention, and I am focused on it, not about the misuse of office resources. The comments you are referring to, I used that paragraph to explain my point.
A team is what you get; it is easy to build a team. But to keep that team and its morale high and keep them motivated is the real challenge.
I have repeated several times: do not take this as discrimination against anyone. Geographical location does matter. Take it in the true spirit. Do not take it personally.
When someone in your team leaves, ask them or a very close one about the real reason. If you follow my advice, maybe you can retain your team for a longer period. If you are handling a team, discuss my article with your team and try to get their honest opinion about it, and I am sure the majority of them will be on my side.
"People do not leave companies, they leave Managers/Bosses." It is not that the company is bad or exploiting; it is the managers and their behavior that give the company a bad name.
So, friend, chill down and please do not divert me by posting misleading posts on subjects not related to my topic, "How to Prevent your Team Member from Leaving the Team."
From India, Mumbai
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Friend, please read my first post on the captioned subject. It is not misleading; it is about team retention, and I am focused on it, not about the misuse of office resources. The comments you are referring to, I used that paragraph to explain my point.
A team is what you get; it is easy to build a team. But to keep that team and its morale high and keep them motivated is the real challenge.
I have repeated several times: do not take this as discrimination against anyone. Geographical location does matter. Take it in the true spirit. Do not take it personally.
When someone in your team leaves, ask them or a very close one about the real reason. If you follow my advice, maybe you can retain your team for a longer period. If you are handling a team, discuss my article with your team and try to get their honest opinion about it, and I am sure the majority of them will be on my side.
"People do not leave companies, they leave Managers/Bosses." It is not that the company is bad or exploiting; it is the managers and their behavior that give the company a bad name.
So, friend, chill down and please do not divert me by posting misleading posts on subjects not related to my topic, "How to Prevent your Team Member from Leaving the Team."
From India, Mumbai
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Arf
What I am addressing here is the reason that is 75% responsible for any employee to leave the company. There are other factors like better salary, better positions, closeness to residence, etc. It is a human tendency that if the environment is healthy, equal opportunities are given to all, work is appreciated, the boss favors and supports the person who works and not just his favorite chosen ones during promotions and bonuses, then no one will think of leaving such a company even if they are paid less.
No human likes a golden cage without freedom, appreciation, and motivation. Meaning having a good salary but no time left for personal life, no appreciation of work, and no motivation given by the boss. Some people do take this route but they regret and change later when their personal life suffers. To decide on leaving a job, a 25% reason is not enough. For the remaining 75%, read my article.
From India, Mumbai
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What I am addressing here is the reason that is 75% responsible for any employee to leave the company. There are other factors like better salary, better positions, closeness to residence, etc. It is a human tendency that if the environment is healthy, equal opportunities are given to all, work is appreciated, the boss favors and supports the person who works and not just his favorite chosen ones during promotions and bonuses, then no one will think of leaving such a company even if they are paid less.
No human likes a golden cage without freedom, appreciation, and motivation. Meaning having a good salary but no time left for personal life, no appreciation of work, and no motivation given by the boss. Some people do take this route but they regret and change later when their personal life suffers. To decide on leaving a job, a 25% reason is not enough. For the remaining 75%, read my article.
From India, Mumbai
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It has been proven that productivity is higher in a company where there is workforce diversity. If you want only local members, then you can never think about being or becoming global, Mr. Hakim. You work only for local, not for global. Think with a global perspective.
Regards,
Ravikumar J
From India, Madras
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Regards,
Ravikumar J
From India, Madras
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Thank you for the advice. 😊 But, Mr. Ravi, you must read my comments carefully with a concentrated frame of mind, not in the perspective of what some users are reading and thinking it is biased against non-locals.
Let me repeat, I said, "Friend, the other side is migrated members should be put in one team. This team should consist only of migrated team members, no local members."
I hope this answers you. A good manager must have the ability to balance between management and his team. He should work towards keeping the morale of his team high and keep them motivated.
If you see it from a global perspective, "Team retention" is the issue I am discussing here, and from a local perspective, it is about the reasons that contribute to the breaking of the team. I do not have any reservations towards anyone.
So, my dear friend, please read in a global perspective and try to understand the global subject of the discussion rather than thinking local.
From India, Mumbai
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Let me repeat, I said, "Friend, the other side is migrated members should be put in one team. This team should consist only of migrated team members, no local members."
I hope this answers you. A good manager must have the ability to balance between management and his team. He should work towards keeping the morale of his team high and keep them motivated.
If you see it from a global perspective, "Team retention" is the issue I am discussing here, and from a local perspective, it is about the reasons that contribute to the breaking of the team. I do not have any reservations towards anyone.
So, my dear friend, please read in a global perspective and try to understand the global subject of the discussion rather than thinking local.
From India, Mumbai
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Although I respect your thoughts on the way a team is to be built, I feel that the soul of HR is supposed to be unbiased and non-discriminating.
Yes, the performers and the non-performers can be categorized. This particular situation has a lot to do with the culture of the organization, the maturity of the leadership, and the managers.
From India, Bangalore
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Yes, the performers and the non-performers can be categorized. This particular situation has a lot to do with the culture of the organization, the maturity of the leadership, and the managers.
From India, Bangalore
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Madam Shanti Sekhar,
Thank you for your valuable input.
In the real world, HR plays no role; it is a firewall between the company and the employee. They are just for formality's sake. All decisions are taken by the management and managers. HR is there to execute those orders. Most companies are outsourcing their salary processing, search and shortlisting of candidates to outside HR firms, and training and development to professional consultants who are not part of the HR team. The only work left for HR these days is making appointments and issuing experience letters.
From India, Mumbai
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Thank you for your valuable input.
In the real world, HR plays no role; it is a firewall between the company and the employee. They are just for formality's sake. All decisions are taken by the management and managers. HR is there to execute those orders. Most companies are outsourcing their salary processing, search and shortlisting of candidates to outside HR firms, and training and development to professional consultants who are not part of the HR team. The only work left for HR these days is making appointments and issuing experience letters.
From India, Mumbai
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My dear friend,
We must look forward in a corporate way. If we work out a yearly leave record, most of the percentage of taking leave or holidays will be the same or more or less. Here is what happened: non-local persons take leave in bulk, so it is in the picture. We should not dwell on this point.
Furthermore, how are we going to judge if non-local employees are using the internet, phone calls during work hours, and how can we track this for local employees?
There are many instances where local employees try to leverage their local influence through politics or other sources.
In short, a company or managers must assess how much output the employee has delivered for their tasks or assignments, regardless of being local or non-local.
For your information, nowadays, as I mentioned, many companies provide phone, internet, and all sorts of facilities to their employees for personal use too. After all, they are also human beings who have come from a far distance, leaving their families behind.
No offense taken, we must think like a pure HR person.
You are right to correct me for any wrong statements.
Thanks,
Prashant More
From India
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We must look forward in a corporate way. If we work out a yearly leave record, most of the percentage of taking leave or holidays will be the same or more or less. Here is what happened: non-local persons take leave in bulk, so it is in the picture. We should not dwell on this point.
Furthermore, how are we going to judge if non-local employees are using the internet, phone calls during work hours, and how can we track this for local employees?
There are many instances where local employees try to leverage their local influence through politics or other sources.
In short, a company or managers must assess how much output the employee has delivered for their tasks or assignments, regardless of being local or non-local.
For your information, nowadays, as I mentioned, many companies provide phone, internet, and all sorts of facilities to their employees for personal use too. After all, they are also human beings who have come from a far distance, leaving their families behind.
No offense taken, we must think like a pure HR person.
You are right to correct me for any wrong statements.
Thanks,
Prashant More
From India
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Welcome, friend, to the bandwagon of others. You seem to have taken this personally, and it appears that you are working away from your hometown. Your words are filled with emotion and sympathy.
I, too, am working away from my hometown. Hence, I can empathize with the feelings and emotions you have expressed.
I have worked for many years in Corporate Surveillance, and what I am saying is based on my experience.
Let me clarify, in big cities like Mumbai, Chennai, Pune, etc., people hardly know any politicians. They are so engrossed in their own lives that they rarely have time for politics. It is more common for people from small towns to be closely connected to politicians. I observed this in Delhi when people would break a signal and mention to the cops that their uncle is a minister or IAS officer, expecting to be let go. In cities, you rarely encounter such behavior when stopped by a cop.
By the way, friend, you seem to be diverting from my real subject: "How to Prevent Your Team Members from Leaving the Team."
Please consider this from a corporate perspective rather than taking it personally and becoming emotional. My concern is team retention, and I would appreciate it if you could discuss along those lines instead of delving into politics and off-topic matters.
It appears that you agree with what I mentioned about the misuse of resources, etc.
Thank you once again for your valuable input.
From India, Mumbai
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I, too, am working away from my hometown. Hence, I can empathize with the feelings and emotions you have expressed.
I have worked for many years in Corporate Surveillance, and what I am saying is based on my experience.
Let me clarify, in big cities like Mumbai, Chennai, Pune, etc., people hardly know any politicians. They are so engrossed in their own lives that they rarely have time for politics. It is more common for people from small towns to be closely connected to politicians. I observed this in Delhi when people would break a signal and mention to the cops that their uncle is a minister or IAS officer, expecting to be let go. In cities, you rarely encounter such behavior when stopped by a cop.
By the way, friend, you seem to be diverting from my real subject: "How to Prevent Your Team Members from Leaving the Team."
Please consider this from a corporate perspective rather than taking it personally and becoming emotional. My concern is team retention, and I would appreciate it if you could discuss along those lines instead of delving into politics and off-topic matters.
It appears that you agree with what I mentioned about the misuse of resources, etc.
Thank you once again for your valuable input.
From India, Mumbai
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When I reached this string, I thought I would want to share some reading material that I got recently. But I see most of you are going into personal tangents, which shows high levels of immaturity.
Friends, this expression of "I am the king of the castle and you are the doggy rascal" by HR people surely isn't expected or warranted. Please stop these personal assaults and focus on the greater good!
From India, Bangalore
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Friends, this expression of "I am the king of the castle and you are the doggy rascal" by HR people surely isn't expected or warranted. Please stop these personal assaults and focus on the greater good!
From India, Bangalore
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Hikim Shaab,
You seems to be frustrated and annoyed with a certain type of culture in your organization. Your experience is unique and you should not mingle the case in general. May b your organization does not believe in target oriented individual performance oriented business culture. May b there is lack in business code and conduct. Resulting in office duty timing is completely depending upon certain employees’ whims and fancy. Is
What is the job given to the individual and who is monitoring him/her activities is the basic argument. This is not a question of local or migrated employees but an overall organization culture.
Please, being a HR professional do not comments on issue based on your personal disliking or liking. All organizations are not like that. Today when progressive organizations are firmly believe on cross culture employees with a good mix of cosmopolitan.
You are free to highlight anything against any employee if it is not supported by company's policy and system. But do not see problem in a microscopic way.
After taking everything in rightspirit m talking. Hope you are clear now.
Best regards,
Pradipta
From India
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You seems to be frustrated and annoyed with a certain type of culture in your organization. Your experience is unique and you should not mingle the case in general. May b your organization does not believe in target oriented individual performance oriented business culture. May b there is lack in business code and conduct. Resulting in office duty timing is completely depending upon certain employees’ whims and fancy. Is
What is the job given to the individual and who is monitoring him/her activities is the basic argument. This is not a question of local or migrated employees but an overall organization culture.
Please, being a HR professional do not comments on issue based on your personal disliking or liking. All organizations are not like that. Today when progressive organizations are firmly believe on cross culture employees with a good mix of cosmopolitan.
You are free to highlight anything against any employee if it is not supported by company's policy and system. But do not see problem in a microscopic way.
After taking everything in rightspirit m talking. Hope you are clear now.
Best regards,
Pradipta
From India
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Friend Pradipta Datta,
I am clear and focused from the start. Friends like you are misleading and diverting me from my main topic. I am not frustrated and annoyed. You seem to be a fresh HR pass out as your words show loyalty and dedication usually found in fresh graduates. Once you get good experience, then you will understand what happens in practicality.
Like others, you are taking things to heart and getting emotional, friend. Let us be practical and accept the facts rather than taking words of wisdom from books. Learn to stand out and invent new ways for better management.
Nothing is personal here, friend. I just mentioned what was the outcome of a little experiment I tried.
Passing a judgment without understanding things is a sign of childishness. One should think and have a global perspective about things. Are you aware of which company I work for, etc.?
Progressive organizations, or in the matter of fact any organizations, if you see in practice, are concerned about results, and how to achieve results is the task of managers. I have handled a team of around 300 people. HR is just a part of it, friend.
Please cool down, friend, and stop personal comments.
From India, Mumbai
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I am clear and focused from the start. Friends like you are misleading and diverting me from my main topic. I am not frustrated and annoyed. You seem to be a fresh HR pass out as your words show loyalty and dedication usually found in fresh graduates. Once you get good experience, then you will understand what happens in practicality.
Like others, you are taking things to heart and getting emotional, friend. Let us be practical and accept the facts rather than taking words of wisdom from books. Learn to stand out and invent new ways for better management.
Nothing is personal here, friend. I just mentioned what was the outcome of a little experiment I tried.
Passing a judgment without understanding things is a sign of childishness. One should think and have a global perspective about things. Are you aware of which company I work for, etc.?
Progressive organizations, or in the matter of fact any organizations, if you see in practice, are concerned about results, and how to achieve results is the task of managers. I have handled a team of around 300 people. HR is just a part of it, friend.
Please cool down, friend, and stop personal comments.
From India, Mumbai
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Thank you, cacofonixx, for understanding. This is what I am repeating to everyone. People are getting emotional and personal, which they should not do. This is the problem - people want to follow tried and tested methods and do not want to take the risk of doing something new. Everyone wants to play it safe.
PLEASE FRIENDS, stop getting emotional and personal.
From India, Mumbai
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PLEASE FRIENDS, stop getting emotional and personal.
From India, Mumbai
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PLEASE FRIENDS STOP getting emotional and personal. ALL ARE REQUESTED NOT TO BE PERSONAL AND REPLY LIKE A PROFESSIONAL. THIS WILL SAVE YOURS AND MINE TIME AND ENERGY........
From India, Mumbai
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From India, Mumbai
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Hi Shoeb,
You are right to some extent, but it can be vice versa. I am a migrant, and I used to wrap up my work on time and leave the office on time because I have to do all the household work by myself, e.g., cooking, washing, etc. Whereas my colleagues who are locals, they used to sit late as they don't have any such problem in their home. They used to play games and chat, as they have someone in their home who will cook for them, wash their clothes, and handle other household tasks. And believe me, they are the favorites not only of my boss but also of the management.
What do you say to this?
Surya
From India, Pune
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You are right to some extent, but it can be vice versa. I am a migrant, and I used to wrap up my work on time and leave the office on time because I have to do all the household work by myself, e.g., cooking, washing, etc. Whereas my colleagues who are locals, they used to sit late as they don't have any such problem in their home. They used to play games and chat, as they have someone in their home who will cook for them, wash their clothes, and handle other household tasks. And believe me, they are the favorites not only of my boss but also of the management.
What do you say to this?
Surya
From India, Pune
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Dear Hakim,
I'm afraid you are contributing to this personal assault series yourself. Take a look at what you said to Pradipta: "I am clear and focused from the start. Friends like you are misleading and diverting me from my main topic. I am not frustrated and annoyed. You seem to be a fresh HR pass out as your words show loyalty and dedication usually found in fresh graduates. Once you gain good experience, then you will understand what happens in practicality."
I seriously don't think you should be commenting on your perceptions of a person without knowing him/her. You have not shown any maturity so far in this thread, and I can see deep-rooted cynicism in you.
I am stopping watching this thread because now I am convinced that there is no future for this thread! All the best and cool down folks. Life is too short; it's not worth suffering hatred and anguish!
Take care,
Caco
From India, Bangalore
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I'm afraid you are contributing to this personal assault series yourself. Take a look at what you said to Pradipta: "I am clear and focused from the start. Friends like you are misleading and diverting me from my main topic. I am not frustrated and annoyed. You seem to be a fresh HR pass out as your words show loyalty and dedication usually found in fresh graduates. Once you gain good experience, then you will understand what happens in practicality."
I seriously don't think you should be commenting on your perceptions of a person without knowing him/her. You have not shown any maturity so far in this thread, and I can see deep-rooted cynicism in you.
I am stopping watching this thread because now I am convinced that there is no future for this thread! All the best and cool down folks. Life is too short; it's not worth suffering hatred and anguish!
Take care,
Caco
From India, Bangalore
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Good one and profound too!
Question to God: "What surprises you most about mankind?" And God answered: "That they lose their health to make money and then lose their money to restore their health. That by thinking anxiously about the future, they forget the present, such that they live neither for the present nor the future. That they live as if they will never die, and they die as if they had never lived..."
From India, Mumbai
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Question to God: "What surprises you most about mankind?" And God answered: "That they lose their health to make money and then lose their money to restore their health. That by thinking anxiously about the future, they forget the present, such that they live neither for the present nor the future. That they live as if they will never die, and they die as if they had never lived..."
From India, Mumbai
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Hi,
It is quite unfortunate to read your post. How can you generalize like this?
HR Management is a profession backed with hundreds of years of research, knowledge, and the efforts of thousands of people around the world. It is the most sensitive and dynamic management stream.
People switch from job to job not only because of better salary, company, or manager, but because of their 'attitude'. The industry has taken years to understand this, which is why many companies have started using psychometric tests and behavioral interviews as part of the selection process.
When going for a new recruit, well-managed companies will consider job fitness (they may give some weightage to location for some jobs, but otherwise focus on competencies).
I know some job hoppers who used to change companies three times a year. This behavior is not because of their managers, better salary, or company; it's all about attitude.
Most of your statements are illogical. While you may be able to find people for factory work or semi-skilled positions from the local area, when searching for highly skilled, high-tech professionals, prioritizing locals may require a change in corporate objectives.
Let's consider companies in the Middle East. Seventy-five percent of people working in UAE, Saudi Arabia, Kuwait, Oman, etc., are from India, Pakistan, Sri Lanka, Bangladesh, China, Philippines, and they are not experiencing turnover issues. Equal employment opportunity (EEO) is an internationally accepted HR philosophy, and companies are striving to implement this while managing diversity in organizations. Having only locals in a team is a rigid idea that may not add value to the organization.
Managers should monitor the activities of their team members (not policing, but being aware of team performance and work status). Therefore, team members should seek approval for leaves and attendance regularization.
Who told you that there is no social life for non-locals? Visit hotels, malls, and cinemas in Mumbai, Chennai, Delhi, or Bangalore and observe. This perspective may be personal and not based on observation or analysis. No company will grant long leaves to employees without genuine reasons. Both locals and non-locals require prior approval for extended leaves.
Please read good materials on human resources management, managing diversity in organizations, organizational behavior, team building, etc. You can find valuable posts on citehr itself.
The entire business scenario is changing at a fast pace, and today, geographical boundaries are no longer hurdles for enterprising people. This is evident in the increase in foreign direct investment (FDI), outsourced projects, employment opportunities, and foreign exchange. Ultimately, India is renowned for its unity in diversity.
From India, Bangalore
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It is quite unfortunate to read your post. How can you generalize like this?
HR Management is a profession backed with hundreds of years of research, knowledge, and the efforts of thousands of people around the world. It is the most sensitive and dynamic management stream.
People switch from job to job not only because of better salary, company, or manager, but because of their 'attitude'. The industry has taken years to understand this, which is why many companies have started using psychometric tests and behavioral interviews as part of the selection process.
When going for a new recruit, well-managed companies will consider job fitness (they may give some weightage to location for some jobs, but otherwise focus on competencies).
I know some job hoppers who used to change companies three times a year. This behavior is not because of their managers, better salary, or company; it's all about attitude.
Most of your statements are illogical. While you may be able to find people for factory work or semi-skilled positions from the local area, when searching for highly skilled, high-tech professionals, prioritizing locals may require a change in corporate objectives.
Let's consider companies in the Middle East. Seventy-five percent of people working in UAE, Saudi Arabia, Kuwait, Oman, etc., are from India, Pakistan, Sri Lanka, Bangladesh, China, Philippines, and they are not experiencing turnover issues. Equal employment opportunity (EEO) is an internationally accepted HR philosophy, and companies are striving to implement this while managing diversity in organizations. Having only locals in a team is a rigid idea that may not add value to the organization.
Managers should monitor the activities of their team members (not policing, but being aware of team performance and work status). Therefore, team members should seek approval for leaves and attendance regularization.
Who told you that there is no social life for non-locals? Visit hotels, malls, and cinemas in Mumbai, Chennai, Delhi, or Bangalore and observe. This perspective may be personal and not based on observation or analysis. No company will grant long leaves to employees without genuine reasons. Both locals and non-locals require prior approval for extended leaves.
Please read good materials on human resources management, managing diversity in organizations, organizational behavior, team building, etc. You can find valuable posts on citehr itself.
The entire business scenario is changing at a fast pace, and today, geographical boundaries are no longer hurdles for enterprising people. This is evident in the increase in foreign direct investment (FDI), outsourced projects, employment opportunities, and foreign exchange. Ultimately, India is renowned for its unity in diversity.
From India, Bangalore
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WITH THIS STORY AS A CONCLUSION I AM ENDING THIS THREAD HERE
NO MORE REPLIES WILL BE GIVEN BY ME AS PEOPLE ARE GETTING PERSONAL & EMOTIONAL AND DIVERTING ME FROM THE TOPIC
Our Expectations
A turtle family went on a picnic. The turtles, being naturally slow
about things, took seven years to prepare for their outings. Finally
the Turtle family left home looking for a suitable place. During the
second year of their journey they found it. For about six months they
cleaned up the area, unpacked the picnic basket, and completed the
arrangements.
Then they discovered they had forgotten the salt. A picnic without
salt would be a disaster, they all agreed. After a lengthy discussion,
the youngest turtle was chosen to retrieve the salt from home.
Although he was the fastest of the slow moving turtles, the little
turtle whined, cried, and wobbled in his shell.
He agreed to go on one condition: that no one would eat until he
returned. The family consented and the little turtle left. Three years
passed and the little turtle had not returned. Five years â Six
years... Then in the seventh year of his absence, the oldest turtle
could no longer contain his hunger. He announced that he was going to
eat and began to unwrap a sandwich. At that point the little turtle
suddenly popped out from behind a tree shouting, "SEE I knew you
wouldn't wait. Now I am not going to go get the salt."
Lesson Learned:
Some of us waste our time waiting for people to live up to our
expectations. We are so concerned about what others are doing that we
don't do anything ourselves.
From India, Mumbai
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NO MORE REPLIES WILL BE GIVEN BY ME AS PEOPLE ARE GETTING PERSONAL & EMOTIONAL AND DIVERTING ME FROM THE TOPIC
Our Expectations
A turtle family went on a picnic. The turtles, being naturally slow
about things, took seven years to prepare for their outings. Finally
the Turtle family left home looking for a suitable place. During the
second year of their journey they found it. For about six months they
cleaned up the area, unpacked the picnic basket, and completed the
arrangements.
Then they discovered they had forgotten the salt. A picnic without
salt would be a disaster, they all agreed. After a lengthy discussion,
the youngest turtle was chosen to retrieve the salt from home.
Although he was the fastest of the slow moving turtles, the little
turtle whined, cried, and wobbled in his shell.
He agreed to go on one condition: that no one would eat until he
returned. The family consented and the little turtle left. Three years
passed and the little turtle had not returned. Five years â Six
years... Then in the seventh year of his absence, the oldest turtle
could no longer contain his hunger. He announced that he was going to
eat and began to unwrap a sandwich. At that point the little turtle
suddenly popped out from behind a tree shouting, "SEE I knew you
wouldn't wait. Now I am not going to go get the salt."
Lesson Learned:
Some of us waste our time waiting for people to live up to our
expectations. We are so concerned about what others are doing that we
don't do anything ourselves.
From India, Mumbai
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Hi, I am so sorry to say that your observations are wrong. HR is not just a firewall, as you think (might be true in the 80s). This might be true in the case of certain companies, but take the case of any reputed Indian/Global company. HR objectives are part of their corporate objectives, and giving inputs to the board on HR matters (manpower optimization, HRD initiatives, OD, compensation-related issues) are part of the HR task list. Line managers can forward their inputs, but the decision-maker would be the HR Head; it is not the line manager's cup of tea. Please try to learn HR practices in some of the reputed companies in India. Best of luck
From India, Bangalore
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From India, Bangalore
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Dear Hakim,
First of all I correct you that I am not a fresher in HR. I am holding Sr. position in HR and have more than 13 years of experience both in plant and corporate level in different company across India. Any way that is not the discussion point and we are also not here for arguing.
Let’s coming to your point one after another.
‘How to Prevent your Team member from Leaving Team’ it was you topic and you have only highlighted local and migrated employees’ nature of work and subsequent departmental managers comments on their overstaying. Obviously in your organization.
Hikim bhai I am reiterating that I am not taking thing personal . But I observed in my experience that local employees are very disturbing into the basic functioning of the organization. Have you ever faced unionism? The main culprits are the local people for making intra organization trouble. Anyway that is a part if you are experience in handling worker. But in case of office or handling rather blue color employees, I am reiterating, organizations’ discipline and business culture is the main aspect. If your managers are practicing some unethical things in the organization no one but the organization will suffer. If any managers unethically support staff who does not having any work but only to show-off sitting idle in office till late hours, you should (being HR professional) highlight the issue to appropriate place. This is only you who would identify the mal – practice and strive to resolve it. You task is only to support management to take the right decision. Let the top management do the rest.
Best Regards,
Pradipta
From India
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First of all I correct you that I am not a fresher in HR. I am holding Sr. position in HR and have more than 13 years of experience both in plant and corporate level in different company across India. Any way that is not the discussion point and we are also not here for arguing.
Let’s coming to your point one after another.
‘How to Prevent your Team member from Leaving Team’ it was you topic and you have only highlighted local and migrated employees’ nature of work and subsequent departmental managers comments on their overstaying. Obviously in your organization.
Hikim bhai I am reiterating that I am not taking thing personal . But I observed in my experience that local employees are very disturbing into the basic functioning of the organization. Have you ever faced unionism? The main culprits are the local people for making intra organization trouble. Anyway that is a part if you are experience in handling worker. But in case of office or handling rather blue color employees, I am reiterating, organizations’ discipline and business culture is the main aspect. If your managers are practicing some unethical things in the organization no one but the organization will suffer. If any managers unethically support staff who does not having any work but only to show-off sitting idle in office till late hours, you should (being HR professional) highlight the issue to appropriate place. This is only you who would identify the mal – practice and strive to resolve it. You task is only to support management to take the right decision. Let the top management do the rest.
Best Regards,
Pradipta
From India
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Hakim Saab You re Confused. :roll: :roll: :roll: :roll: :roll: :roll: :roll: :roll: :idea: :idea: :idea: :idea: :?: :?: :?: :?: :?:
From India, Hyderabad
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From India, Hyderabad
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Hi Shoeb!
Seems like you've had a bad personal experience working with non-local team members. I empathize with you. I have been working for 16 years - 8 in my hometown and 8 in a distant city. All my experience has been with multinational firms with huge employee strengths, and the issue you have mentioned is very common. However, I have personally enjoyed both my tenures and had consistent career growth - both in my hometown and in a foreign city.
So, I don't agree with your solution. One should not distinguish between locals and others when it comes to managing people. What matters is good management - you need to give proper thought and come up with smart solutions so that all people are treated fairly. The culprits (as you have mentioned in your first mail) are poor managers who do not know how to manage all team members fairly and also how to monitor what their staff are doing during office hours.
Cheers!
David
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Seems like you've had a bad personal experience working with non-local team members. I empathize with you. I have been working for 16 years - 8 in my hometown and 8 in a distant city. All my experience has been with multinational firms with huge employee strengths, and the issue you have mentioned is very common. However, I have personally enjoyed both my tenures and had consistent career growth - both in my hometown and in a foreign city.
So, I don't agree with your solution. One should not distinguish between locals and others when it comes to managing people. What matters is good management - you need to give proper thought and come up with smart solutions so that all people are treated fairly. The culprits (as you have mentioned in your first mail) are poor managers who do not know how to manage all team members fairly and also how to monitor what their staff are doing during office hours.
Cheers!
David
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A team is built on the trust a manager instills in his/her team members. By allowing a team member to fail in a safe environment—FAIL Oh God the F word. Let me explain this further. For example, a fresher joined my team. We need to communicate with foreign clients on a daily basis (the emails contain a lot of info, and some of it is fairly complicated). At first, we sat together at her work stations and drafted the emails. Two weeks later, she was drafting the emails herself and mailing them to me for a look-over and corrections. When an email would come, I'd ask her questions: Have you considered this? What impact would this have on the deliverable? What are the implications of your deadline on the stakeholders? Have you OKed this with them before committing them to this deadline? After corrections, she'd mail it to the client.
In other words, she was allowed to make mistakes without impacting the client or fearing ridicule. FAIL in a safe environment. Now she can work independently, although she does make occasional mistakes; it isn't the end of the world.
Managers need to create a safe environment where a person is allowed to learn and grow, where managers don't take credit for the successes but share blame for the failures. By instilling confidence to make decisions and not micromanaging the team—of course, initially, the manager would need to closely monitor the team members and gradually back away as the team member gets better at the job. Most managers (and I'm included in this list) have trouble maintaining a balance between delegation and a telling approach.
While this approach can create a cohesive team, there are a whole lot of other factors that cause teams to break up that aren't in the manager's control. Examples I've dealt with:
1. Spouse relocating to another city/marriage
2. Designation and pay hike from rival organizations
3. Desire to relocate to the home city
From India, Delhi
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In other words, she was allowed to make mistakes without impacting the client or fearing ridicule. FAIL in a safe environment. Now she can work independently, although she does make occasional mistakes; it isn't the end of the world.
Managers need to create a safe environment where a person is allowed to learn and grow, where managers don't take credit for the successes but share blame for the failures. By instilling confidence to make decisions and not micromanaging the team—of course, initially, the manager would need to closely monitor the team members and gradually back away as the team member gets better at the job. Most managers (and I'm included in this list) have trouble maintaining a balance between delegation and a telling approach.
While this approach can create a cohesive team, there are a whole lot of other factors that cause teams to break up that aren't in the manager's control. Examples I've dealt with:
1. Spouse relocating to another city/marriage
2. Designation and pay hike from rival organizations
3. Desire to relocate to the home city
From India, Delhi
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Hi, I am Rajesh. The problem which was posted above was correct. In my organization, I tried to speak with my lead or manager regarding the local members showing off like working late at night. Unfortunately, it turned out to be gossip. She didn't take any action against the people who show off like working late at night; instead, she asked us to shift teams. I feel it would be better for the people, instead of complaining, to go ahead and look for another organization.
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Dude.... what I feel is that you should always have a mixed bag. Think this way - non-localities will require leaves on festivals, approximately a day more, because they will have to travel back home. In that kind of scenario, you will not have one team; this will, in turn, hamper the overall performance.
Now, coming to time extenders - if they cannot complete their daily tasks on time, then what's the use? Time saved equals interest on money saved, and that is profit, my friend. That is real business.
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Now, coming to time extenders - if they cannot complete their daily tasks on time, then what's the use? Time saved equals interest on money saved, and that is profit, my friend. That is real business.
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I agree with Soheb to an extent. I had a very similar experience in which there was this one girl who had no life or family here in Bombay. So, she used to sit late, come early, and as a result, she performed well, had access to more information and happenings, and developed some sort of know-it-all attitude. She also used to help the project manager because of her proximity to the office and her lack of family life. Her performance improved, but this caused a lot of harm and impacted the other members of the team. Such people should be disciplined because they cause harm rather than benefit the whole team. We lost a few good people because of her. However, not all are like that. There are a few who motivate and help others, exhibit team spirit and leadership qualities, and take the team ahead with their efforts. I guess it is a very subjective matter, and there should be some sort of work-life balance that HR should incorporate into their policy.
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Hi,
Absolutely, you are right. But there are some more reasons why employees leave companies:
1. Insufficient opportunities for individual growth.
2. Nontransparent strategies of the company.
3. Bad company atmosphere.
4. If the employee is not treated as a human being.
5. Incompetent remuneration.
6. Lack of encouragement and support.
7. The growth of the company.
8. Returning of the employees back to their native places.
9. Umpteen number of other opportunities in the same industry.
These are a few reasons I have come across regarding attrition.
Afsal Abdulkhani HR Manager 0091-9995559004
From India, Madras
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Absolutely, you are right. But there are some more reasons why employees leave companies:
1. Insufficient opportunities for individual growth.
2. Nontransparent strategies of the company.
3. Bad company atmosphere.
4. If the employee is not treated as a human being.
5. Incompetent remuneration.
6. Lack of encouragement and support.
7. The growth of the company.
8. Returning of the employees back to their native places.
9. Umpteen number of other opportunities in the same industry.
These are a few reasons I have come across regarding attrition.
Afsal Abdulkhani HR Manager 0091-9995559004
From India, Madras
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Employee Engagement Study.doc