When reading Kumar Malay Kishor's post, I too had a doubt whether this is his own contribution or copied. But not researched to prove my doubt clear. However, thanks to Nashbramhall to bring the reality out and also appreciate for this investigation.
I suggest if a post gets appreciation points and later proved it is a plagiarised one, can the moderators take out these appreciation points. Because in general one is being appreciated for own efforts & contributions and not for eating someone else’s cake.
Here the above members’ post got around 13 appreciations just only for making a cut & paste work. This is not to punish the member but to train be sincere to oneself.
Suresh
From India, Pune
65I suggest if a post gets appreciation points and later proved it is a plagiarised one, can the moderators take out these appreciation points. Because in general one is being appreciated for own efforts & contributions and not for eating someone else’s cake.
Here the above members’ post got around 13 appreciations just only for making a cut & paste work. This is not to punish the member but to train be sincere to oneself.
Suresh
From India, Pune
Dear Ventakesh,
This is one of the major concern employer faced especially start up companies.
You need to understand various motivational factors working for different employer. For one, money is everything, for others working environment , culture plays an important role.
Have a one to one feedback with your employee to understand his decision for joining your competitor. This should be done regularly with all the other employees. If there is a disconnect try to resolve it.
Also, if your employee finally decides to quit your company, have a good exit interview in place.
Regards
From India, Mumbai
This is one of the major concern employer faced especially start up companies.
You need to understand various motivational factors working for different employer. For one, money is everything, for others working environment , culture plays an important role.
Have a one to one feedback with your employee to understand his decision for joining your competitor. This should be done regularly with all the other employees. If there is a disconnect try to resolve it.
Also, if your employee finally decides to quit your company, have a good exit interview in place.
Regards
From India, Mumbai
Hi,
The need for proper employee engagement surveys cannot be highlighted more than what is being said in these posts.
An organization must feel the pulse of its employees. This is best way to know what is going on in their minds.
If an organizations wants to keep its employees it must know how to keep them and must know how the employees feel about the company.
Do not be an ostrich and bury your heads in the sand hoping for the crisis to end.
The HR team plays a very important role in this and must convey the importance of such surveys to management.
All good companies have good HR and companies with good HR are good companies.
Regards
From India, Hyderabad
The need for proper employee engagement surveys cannot be highlighted more than what is being said in these posts.
An organization must feel the pulse of its employees. This is best way to know what is going on in their minds.
If an organizations wants to keep its employees it must know how to keep them and must know how the employees feel about the company.
Do not be an ostrich and bury your heads in the sand hoping for the crisis to end.
The HR team plays a very important role in this and must convey the importance of such surveys to management.
All good companies have good HR and companies with good HR are good companies.
Regards
From India, Hyderabad
Dear Mohan
We can approach this one in two different manner. First, if we appoint them at an executive or Manager level, they will have tendency to swith over as they will not have affection or loyalty towards organization.We need not care about those persons.
Secondly, if we appoint a person at the bottom level and give them a slow and steady progress in the package. To come at a higher level, they would have put many years of service. After that hey will have constraints to switch to another company like seniority,relocation problems due to family situations. This is traditional way but better effective method
From United Kingdom, Oxford
We can approach this one in two different manner. First, if we appoint them at an executive or Manager level, they will have tendency to swith over as they will not have affection or loyalty towards organization.We need not care about those persons.
Secondly, if we appoint a person at the bottom level and give them a slow and steady progress in the package. To come at a higher level, they would have put many years of service. After that hey will have constraints to switch to another company like seniority,relocation problems due to family situations. This is traditional way but better effective method
From United Kingdom, Oxford
]Dear Mohan
We can approach this one in two different manner. First, if we appoint them at an executive or Manager level, they will have tendency to swith over as they will not have affection or loyalty towards organization.We need not care about those persons.
Secondly, if we appoint a person at the bottom level and give them a slow and steady progress in the package. To come at a higher level, they would have put many years of service. They will have constraints to switch to another company like seniority,relocation problems due to family situations. This is traditional way but better effective method
From United Kingdom, Oxford
We can approach this one in two different manner. First, if we appoint them at an executive or Manager level, they will have tendency to swith over as they will not have affection or loyalty towards organization.We need not care about those persons.
Secondly, if we appoint a person at the bottom level and give them a slow and steady progress in the package. To come at a higher level, they would have put many years of service. They will have constraints to switch to another company like seniority,relocation problems due to family situations. This is traditional way but better effective method
From United Kingdom, Oxford
Dear Venkatesh,
Many useful insights have been shared by the senior members of this forum. I would like to add a few things to this discussion:
1. Instead of spending your time on Non compete and NDA, try to strengthen your Exit Interview process which will give you a clear picture on why people leave your organization and what makes them to do so. When I say Exit Interview, It should be very professional and not be prejudiced and It should be done by third party who does't have direct connection with him so that, people will be comfortable enough to share their thoughts. I am not trying to say it would give 100% result but it definitely give a clear signal on what can be done in the days ahead.
2. It is very common thing in all Companies that people will try to join the competitors where they will be treated as a ready-made product so that, they can demand many things and shine in their field as soon as possible. It may be very high in your company as its a startup one and the perfect systems may not be there in place.
Regards,
M.Kannan
From India, Madurai
Many useful insights have been shared by the senior members of this forum. I would like to add a few things to this discussion:
1. Instead of spending your time on Non compete and NDA, try to strengthen your Exit Interview process which will give you a clear picture on why people leave your organization and what makes them to do so. When I say Exit Interview, It should be very professional and not be prejudiced and It should be done by third party who does't have direct connection with him so that, people will be comfortable enough to share their thoughts. I am not trying to say it would give 100% result but it definitely give a clear signal on what can be done in the days ahead.
2. It is very common thing in all Companies that people will try to join the competitors where they will be treated as a ready-made product so that, they can demand many things and shine in their field as soon as possible. It may be very high in your company as its a startup one and the perfect systems may not be there in place.
Regards,
M.Kannan
From India, Madurai
True! You cannot stop people joining competitor.
Introspection is the best way.
Ensure that your organization takes care of the points suggested to you above by many people. If you are good, the employee would like to remain. In tsead of stopping - which sounds negative - think of attracting and retaining talent - which is positive.
So all you need to do is - change the attitude of your Company / HR.
From India, Mumbai
Introspection is the best way.
Ensure that your organization takes care of the points suggested to you above by many people. If you are good, the employee would like to remain. In tsead of stopping - which sounds negative - think of attracting and retaining talent - which is positive.
So all you need to do is - change the attitude of your Company / HR.
From India, Mumbai
You can't stop.But you can ask people to stipulate condition in your appointment order that they won't join with competitior company with two years or three years once after relievel from your company.
Regards,
T Muralidaran
99404 97328
From India, Hosur
Regards,
T Muralidaran
99404 97328
From India, Hosur
Dear Mohan
If you can, Please speak to HR of your Competitor or any high authority there and have mutual agreement with them that not to hire your staff and you will not hire from them.
Else have a clause in your appointment letter stating that after the resignation he/she should not join in the same line of business oriented company say for 1 or 2 years. It is legal too.
I think either of the suggestion should help you.
From India, Chennai
If you can, Please speak to HR of your Competitor or any high authority there and have mutual agreement with them that not to hire your staff and you will not hire from them.
Else have a clause in your appointment letter stating that after the resignation he/she should not join in the same line of business oriented company say for 1 or 2 years. It is legal too.
I think either of the suggestion should help you.
From India, Chennai
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