There is a manager of a small division of a big company. He identifies & recruits best people for his division. he is a great people developer & makes a lot of effort to develop the skills of his people.
but the more their skills are developed the more his employees are poached by divisions both inside & outside his organization.
the manager is not able to retain his talent despite giving employees challenging & motivating jobs.
what should the manager do to retain talent??
From India, Pune
but the more their skills are developed the more his employees are poached by divisions both inside & outside his organization.
the manager is not able to retain his talent despite giving employees challenging & motivating jobs.
what should the manager do to retain talent??
From India, Pune
Dear Amit,
I agree that organisations have to pay on par with industry standards. First of all you will not be able to assess all parameters of an individual while you recruit him. For example if he is the best we will not be able to assess whether he will stay long enough and if he stays long enough will be contribute as much as your existing employees do.
But what is the pay that will satisfy individuals. If one organisation is paying a CTC of say 5.0 Lakhs p.a and the other organisation is paying say 5.5 Lakhs and your employee decides to leave then it will difficult for you to match the CTC of 5.5 Lakhs because if you do so for that particular employee then what happens to employees who have been loyal to you for several years. Can we go on hiking salaries for all employees at all levels. Just try and work out a pay packet for all employees considering a hypothetical situation when an employee leaves for a pay hike and the overall cost to the company for all employees will be a mind blowing number and HR guys will be fired for not being able to maintain a check on salaries.
Think one hundred times before we make amends on monetary matters for employees. If you increase indiscriminately for a particular employee without increasing for others either the attrition rate will increase or employees will continue to threaten to resign and you will have tremendous pressure from all departments. Watch out!!
M.V.KANNAN
From India, Madras
257I agree that organisations have to pay on par with industry standards. First of all you will not be able to assess all parameters of an individual while you recruit him. For example if he is the best we will not be able to assess whether he will stay long enough and if he stays long enough will be contribute as much as your existing employees do.
But what is the pay that will satisfy individuals. If one organisation is paying a CTC of say 5.0 Lakhs p.a and the other organisation is paying say 5.5 Lakhs and your employee decides to leave then it will difficult for you to match the CTC of 5.5 Lakhs because if you do so for that particular employee then what happens to employees who have been loyal to you for several years. Can we go on hiking salaries for all employees at all levels. Just try and work out a pay packet for all employees considering a hypothetical situation when an employee leaves for a pay hike and the overall cost to the company for all employees will be a mind blowing number and HR guys will be fired for not being able to maintain a check on salaries.
Think one hundred times before we make amends on monetary matters for employees. If you increase indiscriminately for a particular employee without increasing for others either the attrition rate will increase or employees will continue to threaten to resign and you will have tremendous pressure from all departments. Watch out!!
M.V.KANNAN
From India, Madras
hi jess,
make sure you try getting in touch with those people who has already left ur organization , casually ask thm wat was the reason at the same time conduct an internal satisfaction level survey with the existing employees n do include questions such as what would satisfy them more or wat they look for in career i.e. money, peace , are they enjoyin their work..etc. the list would let u kn whom u need to groom n whom not. and even if u try to develop people n they leave u let thm leave they were nvr worth bt somwhr will they miss u so ,,chill n thanks for askin this question.
From India, Mumbai
make sure you try getting in touch with those people who has already left ur organization , casually ask thm wat was the reason at the same time conduct an internal satisfaction level survey with the existing employees n do include questions such as what would satisfy them more or wat they look for in career i.e. money, peace , are they enjoyin their work..etc. the list would let u kn whom u need to groom n whom not. and even if u try to develop people n they leave u let thm leave they were nvr worth bt somwhr will they miss u so ,,chill n thanks for askin this question.
From India, Mumbai
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