Dear Sir,
We are facing a crisis- our new hires are leaving the organisation in not less than a week :(
do you think the problem lies in recruitment? we go through rigours selection and give a good induction, yet this problem is persisting for the past 3 months
I have also realised that not many are enthusiastic to do work as in real work,they have fantasy idea that work for them is an A/C Cabin and they will order for the work done!!!
kindly give your suggestions and views!
Thanks!
From India, Hyderabad
We are facing a crisis- our new hires are leaving the organisation in not less than a week :(
do you think the problem lies in recruitment? we go through rigours selection and give a good induction, yet this problem is persisting for the past 3 months
I have also realised that not many are enthusiastic to do work as in real work,they have fantasy idea that work for them is an A/C Cabin and they will order for the work done!!!
kindly give your suggestions and views!
Thanks!
From India, Hyderabad
Dear Swetha,
You have not given details of the education level, what post they hold etc of the exiting employees however, prima facie it appears that there is a cultural misalignment.
In the recruitment check what challenges the job seeker is looking at.
Secondly, check the behaviour of their manager. Is he/she the cause of the employee exit?
To find out the real truth, you send the exit interview questionnaire to all the exited employees. You will get insight to certain extent.
Ok...
Dinesh V Divekar
.
From India, Bangalore
7883You have not given details of the education level, what post they hold etc of the exiting employees however, prima facie it appears that there is a cultural misalignment.
In the recruitment check what challenges the job seeker is looking at.
Secondly, check the behaviour of their manager. Is he/she the cause of the employee exit?
To find out the real truth, you send the exit interview questionnaire to all the exited employees. You will get insight to certain extent.
Ok...
Dinesh V Divekar
.
From India, Bangalore
Yes, you have a problem. I think you are hiring wrong folks. Probably you may need to realign your recruitment process
Also like how Mr. Dinesh has suggested, collecting exit interview feedback can also help you to arrive at certain valid inference. However this may take time to arrive at a process change.
You may discuss this issue with core business team and chart out a quick action plan
From India, Bangalore
Also like how Mr. Dinesh has suggested, collecting exit interview feedback can also help you to arrive at certain valid inference. However this may take time to arrive at a process change.
You may discuss this issue with core business team and chart out a quick action plan
From India, Bangalore
Hello swethashenoy,
Dinesh has said it right.
Unless you some valid benchmarks to go by, any inferences or conclusions or suggestions are bound to be more wrong than correct.
To begin with, PL DON'T RULE OUT ANY POSSIBILITY....including the attitude of the boss they report to.
Reg Exit Interview Questionnaire, I am not so sure if they will take the trouble of filling it up & even if they do, if they will do so honestly. If indeed you find yourself in such a situation, suggest change your tack ASAP & take a verbal/oral Exit interview--it's the inputs that finally matter--NOT whether they fill it or not.
Also, you mentioned about their idealistic expectations from the job--in which case what consultme mentioned is right--try to change your recruitment practices/methods so that you get to hire, so to say, square pegs in square holes.
Rgds,
TS
From India, Hyderabad
Dinesh has said it right.
Unless you some valid benchmarks to go by, any inferences or conclusions or suggestions are bound to be more wrong than correct.
To begin with, PL DON'T RULE OUT ANY POSSIBILITY....including the attitude of the boss they report to.
Reg Exit Interview Questionnaire, I am not so sure if they will take the trouble of filling it up & even if they do, if they will do so honestly. If indeed you find yourself in such a situation, suggest change your tack ASAP & take a verbal/oral Exit interview--it's the inputs that finally matter--NOT whether they fill it or not.
Also, you mentioned about their idealistic expectations from the job--in which case what consultme mentioned is right--try to change your recruitment practices/methods so that you get to hire, so to say, square pegs in square holes.
Rgds,
TS
From India, Hyderabad
Dear swethashenoy
Senior members had given you various options for consideration. Would you mind giving us detailed information about insight of your organisation......
1) Have you ever tried to study the ATTITUDE, BEHAVIOUR, WORK CULTURE of superiors/managers to whom new joinees were reporting
2) Did you ever try to align your new employees expectations with your organisation....?
3) Had you discussed with your new employees about their issues....?
We all would be glad if you could do initial study and provide us relevant info. We shall guide you how to overcome your organisations issues.......
EVERY PROBLEM HAS A SOLUTION and try your best to solve it "WITHOUT IGNORING THE FACTS"
With profound regards
From India, Chennai
Senior members had given you various options for consideration. Would you mind giving us detailed information about insight of your organisation......
1) Have you ever tried to study the ATTITUDE, BEHAVIOUR, WORK CULTURE of superiors/managers to whom new joinees were reporting
2) Did you ever try to align your new employees expectations with your organisation....?
3) Had you discussed with your new employees about their issues....?
We all would be glad if you could do initial study and provide us relevant info. We shall guide you how to overcome your organisations issues.......
EVERY PROBLEM HAS A SOLUTION and try your best to solve it "WITHOUT IGNORING THE FACTS"
With profound regards
From India, Chennai
Dear all
Thankyou for your valuable inputs,I am sorry that I have not been able to reply to you.
We have chalked out a plan and here it is
1.We have appointed a Temporary Reporting Officer (TRO) who takes care of the new Hires
2.We have made a form where we evaluate new hire,we keep them under observation in one particular department for a time period (say 15 days)
3.If the new hire is satisfied with the department,we give him/her the appointment letter and move ahead with the joining formalities
4.Otherwise if the new hire is not satisfied,we transfer him/her to another department or else they are free to leave
5.TRO will observe all the aspects of the new hire-their learning capability,communication and punctuality
Well,we have started implementing this strategy,hope it works out!
Thankyou
Swetha Shenoy
From India, Hyderabad
Thankyou for your valuable inputs,I am sorry that I have not been able to reply to you.
We have chalked out a plan and here it is
1.We have appointed a Temporary Reporting Officer (TRO) who takes care of the new Hires
2.We have made a form where we evaluate new hire,we keep them under observation in one particular department for a time period (say 15 days)
3.If the new hire is satisfied with the department,we give him/her the appointment letter and move ahead with the joining formalities
4.Otherwise if the new hire is not satisfied,we transfer him/her to another department or else they are free to leave
5.TRO will observe all the aspects of the new hire-their learning capability,communication and punctuality
Well,we have started implementing this strategy,hope it works out!
Thankyou
Swetha Shenoy
From India, Hyderabad
Dear Swetha,
This may be due to nature of position,educational qualification and also industry. I could guess all might be fresher.
You need to do root cause analysis if you need this not be repeated again.
From India, Bhubaneswar
This may be due to nature of position,educational qualification and also industry. I could guess all might be fresher.
You need to do root cause analysis if you need this not be repeated again.
From India, Bhubaneswar
Hello Swetha Shenoy,
Your Plan-of-Action is indeed quite good.
Suggest you focus on the Form you devised to get filled-in by the new recruitee, so that it also includes the reasons 'why' a particular new hiree is NOT satisfied. If he/she has got a mistaken notion of the 'reasons', then HR can intervene without delay to correct the situation.
But, there could be chances that there are problems in the Dept he/she joins--in a way you could ALSO use this Form for streamlining & correcting the existing organizational structure and/or attitudinal aspects too, 'IF' it contains information related to such aspects. From the HR perspective, this could simplify the efforts @ your end, since you will be acting based on the feedback of the new hirees & not your own impression(s).
All the Best.
Rgds,
TS
From India, Hyderabad
Your Plan-of-Action is indeed quite good.
Suggest you focus on the Form you devised to get filled-in by the new recruitee, so that it also includes the reasons 'why' a particular new hiree is NOT satisfied. If he/she has got a mistaken notion of the 'reasons', then HR can intervene without delay to correct the situation.
But, there could be chances that there are problems in the Dept he/she joins--in a way you could ALSO use this Form for streamlining & correcting the existing organizational structure and/or attitudinal aspects too, 'IF' it contains information related to such aspects. From the HR perspective, this could simplify the efforts @ your end, since you will be acting based on the feedback of the new hirees & not your own impression(s).
All the Best.
Rgds,
TS
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.