Hi Ayesha, I got a super article on attrition from a friend.Hope it helps. amruth WHY DO EMPLOYEES LEAVE ORGANISATIONS? Every company normally faces one common problem of high employee turnout ratio. People are leaving the company for better pay, better profile or simply for just one reason' pak gaya'. This article might just throw some light on the matter...... After reading it' I realised how true the subjectline of this mail is. Early this year, Arun, an old friend who is 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 of this company, charismatic man often quoted in the business press for his visionary attitude. 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 Arun was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined. "It's a real high, working with such cutting edge technology." Last week, less than eight months after he joined, Arun walked out of the job. He has no other offer in hand but he said he couldn't take it anymore. Nor,apparently, could several other people in his department who have also quit recently. The CEO is distressed about the high employee turnover. He's distressed about the money he's spent in training them. He's distressed because he can't figure out what happened. Why did this talented employee leave despite a top salary? Arun quit for the same reason that drives many good people away. The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called First Break All The Rules. It came up with this surprising finding: If you're losing good people, look to their immediate supervisor. More than any other single reason, he is the reason people stay and thrive in an organization. And he's the reason why they quit, taking their knowledge, experience and contacts with them.Often,straight to the competition. "People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman. "So much money has been thrown at the challenge of keeping good people - in the form of better pay, better perks and better training - when, in the end, turnover is mostly manager issue." If you have a turnover problem, look first to your managers. Are they driving people away? Beyond a point, an employee's primary need has less to do with money, and more to do with how he's treated and how valued he feels. Much of this depends directly on the immediate manager. And yet, bad bosses seem to happen to good people everywhere. A Fortune magazine survey some years ago found that nearly 75 per cent of employees have suffered at the hands of difficult superiors. You can leave one job to find - you guessed it, another wolf in a pin-stripe suit in the next one. Of all the workplace stressors, a bad boss is possibly the worst, directly impacting the emotional health and productivity of employees. HR experts say that of all the abuses, employees find public 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 starts looking 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 seemingly trivial issue. It isn't the 100th blow that knocks a good man down. It's the 99 that went before. And while it's true that people leave jobs for all kinds of reasons- for better opportunities or for circumstantial reasons, many who leave would have stayed - had it not been for one man constantly telling them, as Arun's boss did: "You are dispensable. I can find dozens like you." While it seems like there are plenty of other fish especially into day's waters, consider for a moment the cost of losing a talented employee. There's the cost of finding a replacement. The cost of training the replacement. The cost of not having someone to do the job in the meantime. The loss of clients and contacts the person had with the industry. The loss of morale in co-workers. The loss of trade secrets this person may now share with others. Plus, of course, the loss of the company's reputation. Every person who leaves a corporation then becomes its ambassador, for better or for worse. We all know of large IT companies that people would love to join and large television companies few want to go near. In both cases, former employees have left to tell their tales. "Any company trying to compete must figure out a way to engage the mind of every employee," Jack Welch of GE once said, "Much of a company's value lies between the ears of its employees. If it's bleeding talent, it's bleeding value". Unfortunately, many senior executives busy traveling the world, signing new deals and developing a vision for the company, have little idea of what may be going on at home. That deep within an organization that otherwise does all the right things, one man could be driving its best people away.
From India, Mumbai
2From India, Mumbai
My answer is very simple. Because the bosses just do not care whether their subordinates are happy or otherwise. Why they do not care? because their performances are not measured by productivity. If their performance is measured by the quality of staff they have then they would take care of that assets.
EMPLOYEES LEAVE ORGANIZATIONS FOR A RANGE OF REASON -selection of the wrong job. -lack of proper induction / orientation, creates frustration. -lack of future scope. -a flat organization, hence limited scope for progress. -lack of promotion opportunity -poor perception / relation with boss. -lack of career planning. -poor implementation of performance appraisal -lack of performance management system -lack of pay for performance -high expectation of the employee -better opportunities else where -travel hazard , prefer close to home. -prefer self employment etc etc SO THERE ARE NUMEROUS REASONS FOR LEAVING. A GOOD / EFFECTIVE EXIT INTERVIEW COULD SOMETIMES REVEAL THE TRUTH. REGARDS LEO LINGHAM
From India, Mumbai
From India, Mumbai
The Answer Lies in this Question: Why you stay in an organisation? Because, your Wants are satisfied, When you feel that the present organisation is not satisfying your Wants, then you try to search some other sources who can satisfy your wants (these Wants could be a new Want), Wants varies from Person to Person, that's why some people remain in an organisation for a long time, other leave within 6 months of joining. Manu Sharma 8)
From India, New Delhi
From India, New Delhi
Hello Leo Lingham, Good points. many organizations are conducting exit interviews , but very little practical information is got from these interviews. lets look at it from the employee's perspective : When he/she has decided to leave , she's keen to get the salary/financial dues & an experience certificate. If he/ she feels that by bad mouthing / complaining about her boss , she could lose the above, she is not going to risk it. So she will give some generic explanations, some 'soft' complaints & be done with the interview. very few employees wil be frank in an exit interview. and even if they are , the HR/ management rarely acts on the points highlighted . Only when there is an exodus of good talent , do they try something. that's like closing the stable door after the horse has bolted. The better way to look at it is : INSTEAD OF FINDING OUT WHY EMPLOYEES LEAVE , LETS FIND OUT WHY THEY STAY (& PERFORM ) Let the focus be on what you want , not on what you dont want. To use an NLP expression, 'Dont' think of what you dont want.' Organizations want people to stay & perform,& that is what they should focus on ,. they dont want people to leave, & that is what they should not focus on. OK, they can delve into it a little , but I see that many organizations are paranoid of losing good guys ... that it actually happens to them. .. something like a 'self -fulfiling prophesy' more later. comments invited, amruth
From India, Mumbai
From India, Mumbai
Hi. I have found something about reasons for employees leaving jobs.I would like to share with you all.Here it is: Why Do They Leave? Most employees leave their work for reasons other than money - and your organization can correct these reasons. Most leaving employees seek opportunities that allow them to use and develop their skills. Leaving employees want more meaning in their work. They often indicate that they want to use their qualities and skills in challenging teamwork led by capable leaders. Managerial staff cite "career growth" and "leadership" as the major factors that influence attrition and retention, together with "opportunities for management" "ability of top management" "use of skills and abilities" and "work/family balance" Professional employees cite concerns about "supervisory coaching and counseling," "company direction" and "interesting work" Clerical employees voice concerns such as "type of work," "use of skills and abilities" and "opportunity to learn" Hourly employees notice whether they are treated with respect, their "management ability" and "interesting work" Five Principal Reasons People Change Jobs 1. It doesn't feel good around here. This is a corporate culture issue in most cases. Workers are also concerned with the company's reputation; the physical conditions of comfort, convenience, and safety, and the clarity of mission. 2. They wouldn't miss me if I were gone. Even though leaders do value employees, they don't tell them often enough. If people don't feel important, they're not motivated to stay. No one wants to be a commodity, easily replaced by someone off the street. If they are regarded as expendable, they'll leave for a position where they're appreciated. 3. I don't get the support I need to get my job done. Contrary to opinions heard all-too-often from management, people really do want to do a good job. When they're frustrated by too many rules, red tape, or incompetent supervisors or co-workers, people look for other opportunities. 4. There's no opportunity for advancement. No, we're not talking about promotions, although many deserving people would like to move up. The issue here is learning. People want to learn, to sharpen their skills and pick-up new ones. They want to improve their capacity to perform a wide variety of jobs. Call it career security. The desire is for training and development. If workers can't find the growth opportunities with one company, they'll seek another employer where they can learn. 5. Compensation is the last reason people most leave. That's a brash statement, but it's true. Workers want fair compensation, but the first four aspects must be strong. If they're not, but money's high, you'll hear people say "you can't pay me enough to stay here." Hope u find it useful.
Hi, Thanx for your article it was really v.helpful in knowing individual views on this topic. also thanks to everyone there for giving views on this topic. Ayesha
It is correct reply for Why do employees leave organizations? Why you stay in an organization? Because, your Wants are satisfied, Johnnight
PEOPLE STICK TO ORGANIZATIONS FOR ALL BAD REASONS TOO like -loyalty [ often they don't know what it means ] -loyalty [ often to the boss, not the company] -people who don't like change -people who don't want challenges -people who have limited competence -people whose competence is suspect. -people who are overpaid against the market rate. etc etc SO WE NEED TO CONSIDER ALL ASPECTS, WHILE WE AUDIT THE HR MANAGEMENT. regards LEO LINGHAM
From India, Mumbai
From India, Mumbai
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.
Powerpoint Presentation Tips.pps