The refers to last response from a young professional colleague.
I have been reading this and pondering over this for a while too. I can't withhold myself any more, to say the least it's "outrageous"
It's not meant to be a slight at all. I would think we would be better served by helping young people by opening them to real-time issues.
From India, Hyderabad
353I have been reading this and pondering over this for a while too. I can't withhold myself any more, to say the least it's "outrageous"
It's not meant to be a slight at all. I would think we would be better served by helping young people by opening them to real-time issues.
From India, Hyderabad
Hi to all ,
After reading every seniors valuable points , I Got more ideas to develop my concern , thanks to everybody
I am planning to analysis everything like infrastructure , interpersonal relationship , employee's expectation , etc.,about my company , after that suggest my ideas to my management .
As my first step , I am planning to celebrate diwali which is includes management games and rewards for motivating employees as well as make employees to enjoy this festival .
Looking forward your reply regarding my start -up
Regards
Revathi
From India, Chennai
After reading every seniors valuable points , I Got more ideas to develop my concern , thanks to everybody
I am planning to analysis everything like infrastructure , interpersonal relationship , employee's expectation , etc.,about my company , after that suggest my ideas to my management .
As my first step , I am planning to celebrate diwali which is includes management games and rewards for motivating employees as well as make employees to enjoy this festival .
Looking forward your reply regarding my start -up
Regards
Revathi
From India, Chennai
Our best wishes to you Ms. Revathi.
The most important step in any venture is to begin and it seems you are looking at the "Festival of Lamps" to light the future of the organization which you serve.
You must ensure that you have total support of the promoters/management/investors/decision makers etc., so that they can help you in whatever you plan to do.
You may have read this book The Seven Habits of Highly Effective People by Steven R Covey
If yo haven't then I would suggest you should buy this and read it as early as you can.
An Extract from From Wikipedia, the free encyclopedia
The Seven Habits of Highly Effective People, first published in 1989, is a business and self help book book written by Stephen R. Covey. It has sold more than 15 million copies in 38 languages worldwide, and the audio version has sold 1.5 million copies, and remains one of the best selling nonfiction business books. Covey presents an approach to being effective in attaining goals by aligning oneself to what he calls "true north" principles of a character ethic that he presents as universal and timeless. In August 2011, Time listed Seven Habits as one of "The 25 Most Influential Business Management Books".
It's believed the former U.S. President Bill Clinton read the book and invited Covey to Camp David to counsel him on how to integrate the book into his presidency.
The 7 Habits in a Nutshell:
Independence
The First Three Habits surround moving from dependence to independence (i.e., self-mastery):
Habit 1: Be Proactive : Take initiative in life by realizing that your decisions (and how they align with life's principles) are the primary determining factor for effectiveness in your life. Take responsibility for your choices and the consequences that follow.
Habit 2: Begin with the End in Mind: Self-discover and clarify your deeply important character values and life goals. Envision the ideal characteristics for each of your various roles and relationships in life.
Habit 3: Put First Things First : A manager must manage his own person. Personally. And managers should implement activities that aim to reach the second habit. Covey says that rule two is the mental creation; rule three is the physical creation.
Interdependence
The next three have to do with Interdependence (i.e., working with others):
Habit 4: Think Win-Win : Genuinely strive for mutually beneficial solutions or agreements in your relationships. Value and respect people by understanding a "win" for all is ultimately a better long-term resolution than if only one person in the situation had got his way.
Habit 5: Seek First to Understand, Then to be Understood : Use empathic listening to be genuinely influenced by a person, which compels them to reciprocate the listening and take an open mind to being influenced by you. This creates an atmosphere of caring, and positive problem solving.
Habit 6: Synergize : Combine the strengths of people through positive teamwork, so as to achieve goals no one person could have done alone.
Continuous Improvement
The final habit is that of continuous improvement in both the personal and interpersonal spheres of influence.
Habit 7: Sharpen the Saw : Balance and renew your resources, energy, and health to create a sustainable, long-term, effective lifestyle. It primarily emphasizes exercise for physical renewal, prayer (meditation, yoga, etc.) and good reading for mental renewal. It also mentions service to society for spiritual renewal.
He has written another book called the 8th Habit : From Effectiveness to Greatness
From India, Hyderabad
The most important step in any venture is to begin and it seems you are looking at the "Festival of Lamps" to light the future of the organization which you serve.
You must ensure that you have total support of the promoters/management/investors/decision makers etc., so that they can help you in whatever you plan to do.
You may have read this book The Seven Habits of Highly Effective People by Steven R Covey
If yo haven't then I would suggest you should buy this and read it as early as you can.
An Extract from From Wikipedia, the free encyclopedia
The Seven Habits of Highly Effective People, first published in 1989, is a business and self help book book written by Stephen R. Covey. It has sold more than 15 million copies in 38 languages worldwide, and the audio version has sold 1.5 million copies, and remains one of the best selling nonfiction business books. Covey presents an approach to being effective in attaining goals by aligning oneself to what he calls "true north" principles of a character ethic that he presents as universal and timeless. In August 2011, Time listed Seven Habits as one of "The 25 Most Influential Business Management Books".
It's believed the former U.S. President Bill Clinton read the book and invited Covey to Camp David to counsel him on how to integrate the book into his presidency.
The 7 Habits in a Nutshell:
Independence
The First Three Habits surround moving from dependence to independence (i.e., self-mastery):
Habit 1: Be Proactive : Take initiative in life by realizing that your decisions (and how they align with life's principles) are the primary determining factor for effectiveness in your life. Take responsibility for your choices and the consequences that follow.
Habit 2: Begin with the End in Mind: Self-discover and clarify your deeply important character values and life goals. Envision the ideal characteristics for each of your various roles and relationships in life.
Habit 3: Put First Things First : A manager must manage his own person. Personally. And managers should implement activities that aim to reach the second habit. Covey says that rule two is the mental creation; rule three is the physical creation.
Interdependence
The next three have to do with Interdependence (i.e., working with others):
Habit 4: Think Win-Win : Genuinely strive for mutually beneficial solutions or agreements in your relationships. Value and respect people by understanding a "win" for all is ultimately a better long-term resolution than if only one person in the situation had got his way.
Habit 5: Seek First to Understand, Then to be Understood : Use empathic listening to be genuinely influenced by a person, which compels them to reciprocate the listening and take an open mind to being influenced by you. This creates an atmosphere of caring, and positive problem solving.
Habit 6: Synergize : Combine the strengths of people through positive teamwork, so as to achieve goals no one person could have done alone.
Continuous Improvement
The final habit is that of continuous improvement in both the personal and interpersonal spheres of influence.
Habit 7: Sharpen the Saw : Balance and renew your resources, energy, and health to create a sustainable, long-term, effective lifestyle. It primarily emphasizes exercise for physical renewal, prayer (meditation, yoga, etc.) and good reading for mental renewal. It also mentions service to society for spiritual renewal.
He has written another book called the 8th Habit : From Effectiveness to Greatness
From India, Hyderabad
Hi ,
Some seniors mentioned that conduct exit interview for reduce employee attrition rate , but I have some query regarding that ,during this exit interview such that face to face or using some exit interview forms , if employee's may be tell a lie for getting good acknowledgement during the employment verification in future company or not ready to make a problem with current company that time we won't get correct information regarding employee's attrition rate .
Share your views
Regards
Revathi
From India, Chennai
Some seniors mentioned that conduct exit interview for reduce employee attrition rate , but I have some query regarding that ,during this exit interview such that face to face or using some exit interview forms , if employee's may be tell a lie for getting good acknowledgement during the employment verification in future company or not ready to make a problem with current company that time we won't get correct information regarding employee's attrition rate .
Share your views
Regards
Revathi
From India, Chennai
Ms. Revathi
The concerns you've raised are pretty genuine.
These are purely my personal views and I take total responsibility to whatever I say here:
I really do not know what your experience is like, however, must tell you that you need sufficient standing, maturity, and above that you as a professional enjoy unquestionable respect both within and outside the organization, to effectively handle an exit-interview.
In fact, some people (who don't want to close the doors for future, who might look at a return back), will give you a balanced and honest feedback - positive and those that weren't (with constructive suggestions too). \
The converse is true too, that there will be some who are so excited about their new job, that they will be critical of everything that they experienced being with you.
There is another category too which will only gloss over the whole thing, sound good and sweet, and may be not tell you the truth too and cry every reason of emotion to convey their departure.
Anyway for your evaluation, you will need to have some sort of background information on such employees as to what their contributions were when they were with you, what was their attitude like etc., to probably arrive at some what good conclusions. And then there must be a process by which the information is shared with those who are at the decision making table to ensure concerns if any are addressed, in order to reduce, if not be able to arrest attrition.
You will be well advised to take a detailed read of this too : exit interviews - tips for interviewers, employees, sample exit interviews questions and answers guide
Here are some more links for your information:
Sample Survey Employee Exit Interview Employee exit interview including evaluation of relationship with co-workers, The Job, Benefits and company evaluation.
http://aia.org <link fixed>
This might lead you to more questionnaires on Employee Engagement, Employee Satisfaction etc., : Employee Satisfaction Survey Questions: 3 Sample Templates You Can Use Today | Qualtrics Blog
From India, Hyderabad
The concerns you've raised are pretty genuine.
These are purely my personal views and I take total responsibility to whatever I say here:
I really do not know what your experience is like, however, must tell you that you need sufficient standing, maturity, and above that you as a professional enjoy unquestionable respect both within and outside the organization, to effectively handle an exit-interview.
In fact, some people (who don't want to close the doors for future, who might look at a return back), will give you a balanced and honest feedback - positive and those that weren't (with constructive suggestions too). \
The converse is true too, that there will be some who are so excited about their new job, that they will be critical of everything that they experienced being with you.
There is another category too which will only gloss over the whole thing, sound good and sweet, and may be not tell you the truth too and cry every reason of emotion to convey their departure.
Anyway for your evaluation, you will need to have some sort of background information on such employees as to what their contributions were when they were with you, what was their attitude like etc., to probably arrive at some what good conclusions. And then there must be a process by which the information is shared with those who are at the decision making table to ensure concerns if any are addressed, in order to reduce, if not be able to arrest attrition.
You will be well advised to take a detailed read of this too : exit interviews - tips for interviewers, employees, sample exit interviews questions and answers guide
Here are some more links for your information:
Sample Survey Employee Exit Interview Employee exit interview including evaluation of relationship with co-workers, The Job, Benefits and company evaluation.
http://aia.org <link fixed>
This might lead you to more questionnaires on Employee Engagement, Employee Satisfaction etc., : Employee Satisfaction Survey Questions: 3 Sample Templates You Can Use Today | Qualtrics Blog
From India, Hyderabad
Dear All,
I have gone through the above opinions and found that sometimes rumours also create problems in organizations. Therefore, please find out mischivious elements also and atonce through them out the company otherwise it will be fatal for whole employees.
Although, change is always good for organization and employee also. Due to arrival of new entrants the environment also get changed which generates new ideas for oraganizational growth.
For sustainable development and growth, we have to very active and cautious towards activities of employees.
Dear, I would say continue whatever you are doing presently at same time keep an eye on some bad elements, maybe spreading rumour about your company because the management had taken some strict action against them in past.
Be careful and dont ignore ineternal politics.
Regards,
Ramyash
Executive-Personnel
From India, Mumbai
I have gone through the above opinions and found that sometimes rumours also create problems in organizations. Therefore, please find out mischivious elements also and atonce through them out the company otherwise it will be fatal for whole employees.
Although, change is always good for organization and employee also. Due to arrival of new entrants the environment also get changed which generates new ideas for oraganizational growth.
For sustainable development and growth, we have to very active and cautious towards activities of employees.
Dear, I would say continue whatever you are doing presently at same time keep an eye on some bad elements, maybe spreading rumour about your company because the management had taken some strict action against them in past.
Be careful and dont ignore ineternal politics.
Regards,
Ramyash
Executive-Personnel
From India, Mumbai
Hi Seniors , I have attached exit interview form which I have prepared , kindly suggest your opinions regarding that Regards Revathi
From India, Chennai
From India, Chennai
Good Morning Ravathi Enclosed below find the Exit interview format , which cover all the aspect of having Exit interview Hope it would be helpful to you.
From United Kingdom, London
From United Kingdom, London
Dear Revathi,
follow the Six sigma model and you can cut down your attrition rate and be on profit path
DMAIC
DEFINE YOUR PROBLEM
MEASURE YOUR DATA
ANALYZE YOUR FINDING AND DATA
IMPLEMENT THE SOLUTION
CONTROL THE SOLUTION
AND NOT FORGETTING
REWARDING /RETENTION OF SCHEME
FOR further details do mail
regards,
Capt Rajeshwar Singh
From India, Thana
follow the Six sigma model and you can cut down your attrition rate and be on profit path
DMAIC
DEFINE YOUR PROBLEM
MEASURE YOUR DATA
ANALYZE YOUR FINDING AND DATA
IMPLEMENT THE SOLUTION
CONTROL THE SOLUTION
AND NOT FORGETTING
REWARDING /RETENTION OF SCHEME
FOR further details do mail
regards,
Capt Rajeshwar Singh
From India, Thana
hi,
There is no hard and fast rule of controlling attrition since every employee needs are different.Even if you use a stunts like bonds he will jack the company and the company will throw him out which is bad for the business.Greed factors are not tailored for looking at every individual needs
Basic step at the time of interview you need to go beyond the books and figure out why he wants the jobs and why he left his last job.There lies the key it could be growth,timing etc etc.If he is going to have the same problem in the new firm he will disappear faster than you can think.
The second most important is his work relation with his bosses.Third is the work enviorment.If work enviorment of facilities are bad and the boss is good he will still work.
My last company i worked with i still have my agents and collegue who call me and say they are leaving and they want to join me in what ever company i am working and i ask them why, one of the reasons they give is that they say i learnt so much with you now we are just robots.
Slicing it down.there is no stopping to employees leaving but there are ways to slow attritions.
and please managers stop blaming the HR its your attitude that makes the biggest difference to an employee.
From India, Mumbai
There is no hard and fast rule of controlling attrition since every employee needs are different.Even if you use a stunts like bonds he will jack the company and the company will throw him out which is bad for the business.Greed factors are not tailored for looking at every individual needs
Basic step at the time of interview you need to go beyond the books and figure out why he wants the jobs and why he left his last job.There lies the key it could be growth,timing etc etc.If he is going to have the same problem in the new firm he will disappear faster than you can think.
The second most important is his work relation with his bosses.Third is the work enviorment.If work enviorment of facilities are bad and the boss is good he will still work.
My last company i worked with i still have my agents and collegue who call me and say they are leaving and they want to join me in what ever company i am working and i ask them why, one of the reasons they give is that they say i learnt so much with you now we are just robots.
Slicing it down.there is no stopping to employees leaving but there are ways to slow attritions.
and please managers stop blaming the HR its your attitude that makes the biggest difference to an employee.
From India, Mumbai
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