by: 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. It came up with this surprising finding:
If you're losing good people, look to their immediate boss .Immediate boss 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.
"Jack Welch of GE once said. A company's value lies "between the ears of its employees".
Regards
Hitesh
From India, New Delhi
9Every 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. It came up with this surprising finding:
If you're losing good people, look to their immediate boss .Immediate boss 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.
"Jack Welch of GE once said. A company's value lies "between the ears of its employees".
Regards
Hitesh
From India, New Delhi
Respected sir,
a very good article.I am an MBA student and will be doing a project on Motivation as a tool to retention in a food procesing and manufactuing company having a high attrition rate in the marketing department. would you please guide me on what should be my approach while doing this project ( like from where should i start on , what should be my focus etc). As it is my first project i am a novice in this subject. So please help me.
From India, Chandigarh
a very good article.I am an MBA student and will be doing a project on Motivation as a tool to retention in a food procesing and manufactuing company having a high attrition rate in the marketing department. would you please guide me on what should be my approach while doing this project ( like from where should i start on , what should be my focus etc). As it is my first project i am a novice in this subject. So please help me.
From India, Chandigarh
Hi Hitesh
My name is Deepti Sharma. I am working in a MNC as an Employee Relation Executive.
I have read the article. It's truly said that employees leave their bosses not the organization.
But the question is how do we retain them. What possible steps we can take to decrease the attrition rate. For the same I am researching on a retention policy.
If you can help me by providing the names of the websites where I can search for the same.
Rgds.
Deepti
From India, New Delhi
My name is Deepti Sharma. I am working in a MNC as an Employee Relation Executive.
I have read the article. It's truly said that employees leave their bosses not the organization.
But the question is how do we retain them. What possible steps we can take to decrease the attrition rate. For the same I am researching on a retention policy.
If you can help me by providing the names of the websites where I can search for the same.
Rgds.
Deepti
From India, New Delhi
it is done only when boss will change his attitude towards his subordinates... only friendly enviornment is one of the way to keep ur employees with u..
just read "chicken soup soul at work". in that very good description about retention of employees.
regards
manish
From India, Delhi
just read "chicken soup soul at work". in that very good description about retention of employees.
regards
manish
From India, Delhi
Hi All,
The same case is happening with me also.
I am very happy working at my office and happy with my VP- My Dept.
My VP has given freedom to work in our best way with responsibility, which i am doing very sincerely.
But my assistant manager, who joined after me, is not suficient for the same work, but is very clever to take the credit of mine hard work.
Most of the times he busys in his personal phone calls and for his side business.
My VP is not aware about this and my VP think that he {AM} is performing.
I am in a fix and dont know how i show the same to my VP. Also looking for the change just because of that reason.
One way is to jot down the key pointrs and tell VP that this is happening.
If you people have solutions for this live cese study , please do let me know.
I will be very thankful to you.
From India, Bangalore
The same case is happening with me also.
I am very happy working at my office and happy with my VP- My Dept.
My VP has given freedom to work in our best way with responsibility, which i am doing very sincerely.
But my assistant manager, who joined after me, is not suficient for the same work, but is very clever to take the credit of mine hard work.
Most of the times he busys in his personal phone calls and for his side business.
My VP is not aware about this and my VP think that he {AM} is performing.
I am in a fix and dont know how i show the same to my VP. Also looking for the change just because of that reason.
One way is to jot down the key pointrs and tell VP that this is happening.
If you people have solutions for this live cese study , please do let me know.
I will be very thankful to you.
From India, Bangalore
truly said,,,most of the time employee leave but they do not find good culture,,,,,,I would like to share the most recent happening in my company,,,,we interviewd a candidate who ws beggin to to take him in,,,he even said I am ready to work at a very less amount,,,all I need is good enviornment,,,,,,
From India, Calcutta
From India, Calcutta
True.
That's the case with life in general too. You never bad talk anyone, nor due to humiliate anyone in public.
We the H.R. fraternity need to be more careful of this. As we are the custodians of what others in our company would call fair practices.
From India, Mumbai
That's the case with life in general too. You never bad talk anyone, nor due to humiliate anyone in public.
We the H.R. fraternity need to be more careful of this. As we are the custodians of what others in our company would call fair practices.
From India, Mumbai
Hi!
I do agree with this statement. I heard it a few years back and ever since it has been in my mind and action. However, just to share - my initial response to this was that I had to be a goody-good manager, someone that all my employees/colleague would like but after a while, I realize that I am Mr. popular but I am not helping my people to grow by just being understanding and compassionate........ well I think you get the idea.
Now, I am slowly changing my behaviours and thoughts but still believe the statement is true. Just have to know how to believe it in a more 'effective' way.
Just a thought! 8)
I do agree with this statement. I heard it a few years back and ever since it has been in my mind and action. However, just to share - my initial response to this was that I had to be a goody-good manager, someone that all my employees/colleague would like but after a while, I realize that I am Mr. popular but I am not helping my people to grow by just being understanding and compassionate........ well I think you get the idea.
Now, I am slowly changing my behaviours and thoughts but still believe the statement is true. Just have to know how to believe it in a more 'effective' way.
Just a thought! 8)
In most jobs which atleast pay decent and above, this is precisely the reason. And thats because these so-called Bosses (Not Leaders) get into important positions by all the wrong reasons themselves in the first place without having cross functional knowledge or broad overview of the organization as a whole. Bosses who have excellent Leadership qualities seldom fail.............rgrds
From India, Mumbai
From India, Mumbai
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