Dear All,
Would like to know if the HR of a company should speak to employees who are applying for a job elsewhere.
I am aware of some employees applying for a job. Should i ask them about it in a nice manner to know the reasons of applying ?
From India, Mumbai
24Would like to know if the HR of a company should speak to employees who are applying for a job elsewhere.
I am aware of some employees applying for a job. Should i ask them about it in a nice manner to know the reasons of applying ?
From India, Mumbai
hii, Hmm yeah you can have a word, but make sure that i would be between you and the employee only. Its part of our job da. Go Ahead!! Good Luck. Regards, Sai..
From India, Hyderabad
From India, Hyderabad
Thanks Sainath .... i want to discuss this with them because i wud like to know from these good people if something can be changed from our end to stop them.
From India, Mumbai
From India, Mumbai
Greetings,
Lets understand the fact, what makes a talent apply for a new job. A better pay, a different profile, a promotion, a change of place, a breather to the career and plainly market research.
The talent that joined your firm, have a view to its career-plan and growth. Please look into individual situations, as separate cases. You may not be able to stop everyone from leaving your firm. You need to ensure you remain, their best employer.
Counselling and an open discussion is the least you can offer. Changing situations including, job profile, salary, location , reporting and brand , remains the luxury to few.
These discussions would provide you more than one input for talent development. Please consider them as your own research beyond your role. Try and gain as much understanding and views you can through them. These inputs will help you hire people who are best aligned to the roles and keep them motivated for a longer period of time.
Wish you all the best !
From India, Mumbai
Lets understand the fact, what makes a talent apply for a new job. A better pay, a different profile, a promotion, a change of place, a breather to the career and plainly market research.
The talent that joined your firm, have a view to its career-plan and growth. Please look into individual situations, as separate cases. You may not be able to stop everyone from leaving your firm. You need to ensure you remain, their best employer.
Counselling and an open discussion is the least you can offer. Changing situations including, job profile, salary, location , reporting and brand , remains the luxury to few.
These discussions would provide you more than one input for talent development. Please consider them as your own research beyond your role. Try and gain as much understanding and views you can through them. These inputs will help you hire people who are best aligned to the roles and keep them motivated for a longer period of time.
Wish you all the best !
From India, Mumbai
Guys please consider the statement "You may not be able to stop everyone from leaving your firm. You need to ensure you remain, their best employer" which actually matters here. I agree with (Cite Contribution) Ma'm
No need to ask the employee whether he/she is planing to change job or not bcz you not gonna actual response and the answers you want. For example if I'd have asked about the same i will surely reply to my boss "NO im not looking for changes, it might be a rumor" this is a natural and most expected answer from an employee. Therefore, it would be better to know the reason behind the decision of any employee to look for a change instead of asking directly.
There are many programs and system available that you can use to motivate and retain your employees such as feedback system, Transparent Work Culture, Supporting employees, Responsibility with more Flexibility, Stress busters and so on...
Actually the subject of this thread/post cud be "How to retain employees" and guess we already have discussed the same many times before
From India, Gurgaon
No need to ask the employee whether he/she is planing to change job or not bcz you not gonna actual response and the answers you want. For example if I'd have asked about the same i will surely reply to my boss "NO im not looking for changes, it might be a rumor" this is a natural and most expected answer from an employee. Therefore, it would be better to know the reason behind the decision of any employee to look for a change instead of asking directly.
There are many programs and system available that you can use to motivate and retain your employees such as feedback system, Transparent Work Culture, Supporting employees, Responsibility with more Flexibility, Stress busters and so on...
Actually the subject of this thread/post cud be "How to retain employees" and guess we already have discussed the same many times before
From India, Gurgaon
Dear All,
I would like to add One more point that, When an employee is applying for a new job it "Dissatisfaction" most of the time. And if you look closely, A dissatisfied person complains about every second thing that happens with him/her in the company and can also discussed this matter with other employees and colleagues. Secondly when a person see the employees sitting next to him/her talking about the hike that he/she is getting in a new company or a the kind of job profiles that he is getting its some times very tempting for the the existing employee.
So I feel the people who are applying for new jobs are a big threat not because the position will be vacant it's because they might damage the relationship of company and few existing employee.
So if they are known to HR department, It is must to talk with them in a rather diplomatic and constructive way. But an immediate discussion is MUST!!!
From India, Pune
I would like to add One more point that, When an employee is applying for a new job it "Dissatisfaction" most of the time. And if you look closely, A dissatisfied person complains about every second thing that happens with him/her in the company and can also discussed this matter with other employees and colleagues. Secondly when a person see the employees sitting next to him/her talking about the hike that he/she is getting in a new company or a the kind of job profiles that he is getting its some times very tempting for the the existing employee.
So I feel the people who are applying for new jobs are a big threat not because the position will be vacant it's because they might damage the relationship of company and few existing employee.
So if they are known to HR department, It is must to talk with them in a rather diplomatic and constructive way. But an immediate discussion is MUST!!!
From India, Pune
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HR Manual (Employee Hand Book).doc