I agree with Mamtha.
Nowadays, people often see joining consultancies as a last option. It should actually serve as a platform for them to explore other job offers because they are constantly on portals and have easy accessibility to apply for other positions.
Firstly, it would be beneficial to understand the structure of your consultancy. Is it well-organized? Consider focusing on recruiting graduates as they may be more likely to stay with the company. Implementing in-plant activities can also help reduce work pressure.
Hello Friends,
I am running a placement consultancy, and in my organization, most employees are MBA graduates in HR. We are encountering an issue where they frequently leave their jobs. What could be the reason behind this? We train freshers, and after 3-4 months, they also tend to leave. Any suggestions for a solution would be appreciated.
Email: perfect11.hr@gmail.com
Perfect Solution Consultancy
From India, Bangalore
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1Nowadays, people often see joining consultancies as a last option. It should actually serve as a platform for them to explore other job offers because they are constantly on portals and have easy accessibility to apply for other positions.
Firstly, it would be beneficial to understand the structure of your consultancy. Is it well-organized? Consider focusing on recruiting graduates as they may be more likely to stay with the company. Implementing in-plant activities can also help reduce work pressure.
Hello Friends,
I am running a placement consultancy, and in my organization, most employees are MBA graduates in HR. We are encountering an issue where they frequently leave their jobs. What could be the reason behind this? We train freshers, and after 3-4 months, they also tend to leave. Any suggestions for a solution would be appreciated.
Email: perfect11.hr@gmail.com
Perfect Solution Consultancy
From India, Bangalore
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Hi Perfect,
Everyone here has more or less hit the nail on the head. What Navjot has written is correct. Even if you do include a contract, it has no legal bearing in India and is actually a pain if you try to follow up a case with a court. We don't have any idea of the size of your organization, its complexity, job scope, and description, so giving an accurate answer to your question would not be possible.
I suggest that if you are investing a lot of time and money in training your candidates, you can include a service bond in the employment terms. If a monetary aspect is included, candidates will think twice before leaving, and it would cover your investment too. (It works in the case of those who resign and not abscond)
An exit interview is the right tool to help you, but at the same time, I think you can conduct a survey at the end of a month (or at regular intervals, depending on the target size) to get an indication of the problem. You must realize that if the pay is not sufficient, then your organization is serving only as a stepping stone for fresh recruits, and it will continue to do so.
All the best.
From India, Visakhapatnam
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Everyone here has more or less hit the nail on the head. What Navjot has written is correct. Even if you do include a contract, it has no legal bearing in India and is actually a pain if you try to follow up a case with a court. We don't have any idea of the size of your organization, its complexity, job scope, and description, so giving an accurate answer to your question would not be possible.
I suggest that if you are investing a lot of time and money in training your candidates, you can include a service bond in the employment terms. If a monetary aspect is included, candidates will think twice before leaving, and it would cover your investment too. (It works in the case of those who resign and not abscond)
An exit interview is the right tool to help you, but at the same time, I think you can conduct a survey at the end of a month (or at regular intervals, depending on the target size) to get an indication of the problem. You must realize that if the pay is not sufficient, then your organization is serving only as a stepping stone for fresh recruits, and it will continue to do so.
All the best.
From India, Visakhapatnam
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Hello, friend.
As quoted by Ms. Mamta Sekhawat, I wholeheartedly agree with it. Throughout my experience, I have felt that due to the pressure of work and targets, people get stressed out. Being a fresher, it becomes even more difficult for him/her to understand the work culture and future growth prospects. If an employee is leaving within 3-4 months, then salary might not be a major issue because he is clear that his salary shall not increase within such a span of time, and neither shall he get much more in another organization, since he is a fresher.
So, the main thing is the motivation factor that they require. You can come up with some incentive-by-entertainment strategies, Saturday meetings, and try to build a social cum professional friendship with them. Also, try to make them feel that they are in a responsible and respectable role.
It might collectively help us all to troubleshoot this issue, as this is again a common HR problem for all.
Looking forward to a response and suggestions.
Regards,
Biseswar
From India, New Delhi
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As quoted by Ms. Mamta Sekhawat, I wholeheartedly agree with it. Throughout my experience, I have felt that due to the pressure of work and targets, people get stressed out. Being a fresher, it becomes even more difficult for him/her to understand the work culture and future growth prospects. If an employee is leaving within 3-4 months, then salary might not be a major issue because he is clear that his salary shall not increase within such a span of time, and neither shall he get much more in another organization, since he is a fresher.
So, the main thing is the motivation factor that they require. You can come up with some incentive-by-entertainment strategies, Saturday meetings, and try to build a social cum professional friendship with them. Also, try to make them feel that they are in a responsible and respectable role.
It might collectively help us all to troubleshoot this issue, as this is again a common HR problem for all.
Looking forward to a response and suggestions.
Regards,
Biseswar
From India, New Delhi
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Why do employees leave their job, especially in a very short time? I also agree with the points that every one of you made.
In my view, any company that recruits people should consider their past experience, i.e., whether the candidate has at least worked for a year in a company. Without this criterion, no company should recruit. This change in approach will alter the scenario significantly.
From India, Madras
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In my view, any company that recruits people should consider their past experience, i.e., whether the candidate has at least worked for a year in a company. Without this criterion, no company should recruit. This change in approach will alter the scenario significantly.
From India, Madras
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You can conduct the exit interviews of all employees. During the discussion, you can find out the root cause of their leaving the job in a very short period. Reasons may be related to - 1) Relation with their Boss 2) Lack of learning opportunities 3) Work pressure versus pay package
You can start mentoring your existing employees. This will help you reduce the attrition rate.
Thanks, Shantanu
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You can start mentoring your existing employees. This will help you reduce the attrition rate.
Thanks, Shantanu
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There are several reasons why people change jobs frequently in India:
1. Bad HR practices such as:
- No proper information on:
- Employee Job Description
- Employee Salary Grade
- Employee Reporting Structure
- Employee Span of Control and delegation of Authority
- Employee Eligibility of perks and benefits
- Manipulation in leaves/holidays/LTC/compensatory off practices to squeeze employees.
2. People who work far distances from home experience longer commuting times.
3. Employers often require employees to spend more time on the job than the standard 8 working hours without any additional remuneration, which is very common in India.
4. Pay Compression: Higher pay for newly recruited employees who perform less creates a lack of confidence in employers valuing employees' worth to the company.
5. Compa-ratio issues: Employees are paid salaries below market rates for specific jobs.
6. Lack of a scientific approach by HR to survey the market price of jobs and assign proper job weightage in the organizational hierarchy can lead to frustration. For example, highly valued job positions may be overshadowed by senior positions from another department dictating employees' status. Accountants dominating over Engineers/Marketing Professionals in chasing claims or reimbursements and clearing bills can be frustrating for the latter.
There are many more reasons related to interpersonal relations with bosses and the impact of bossing culture. Additionally, typical Indian Bania organizations exploiting employees' job needs as their sole survival factor, being exploited out of proportion, is a common tendency among Indian employers.
- Partha
From Saudi Arabia
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1. Bad HR practices such as:
- No proper information on:
- Employee Job Description
- Employee Salary Grade
- Employee Reporting Structure
- Employee Span of Control and delegation of Authority
- Employee Eligibility of perks and benefits
- Manipulation in leaves/holidays/LTC/compensatory off practices to squeeze employees.
2. People who work far distances from home experience longer commuting times.
3. Employers often require employees to spend more time on the job than the standard 8 working hours without any additional remuneration, which is very common in India.
4. Pay Compression: Higher pay for newly recruited employees who perform less creates a lack of confidence in employers valuing employees' worth to the company.
5. Compa-ratio issues: Employees are paid salaries below market rates for specific jobs.
6. Lack of a scientific approach by HR to survey the market price of jobs and assign proper job weightage in the organizational hierarchy can lead to frustration. For example, highly valued job positions may be overshadowed by senior positions from another department dictating employees' status. Accountants dominating over Engineers/Marketing Professionals in chasing claims or reimbursements and clearing bills can be frustrating for the latter.
There are many more reasons related to interpersonal relations with bosses and the impact of bossing culture. Additionally, typical Indian Bania organizations exploiting employees' job needs as their sole survival factor, being exploited out of proportion, is a common tendency among Indian employers.
- Partha
From Saudi Arabia
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Agreement is not a proper solution. Please find out root couse and solve it. Reg S.N.Prasad
From India, Pune
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From India, Pune
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Hi,
This is a common problem faced in consultancies. A lot of people join consultancies for experience and then move on. As Ramesh said, it would be a good idea to empower your current employees with more responsibilities. Handling only recruitments can become very monotonous after a certain point in time. Based on their abilities, along with recruitments, you can involve them in admin, coordination, business development (BD), and other areas.
From India, Mumbai
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This is a common problem faced in consultancies. A lot of people join consultancies for experience and then move on. As Ramesh said, it would be a good idea to empower your current employees with more responsibilities. Handling only recruitments can become very monotonous after a certain point in time. Based on their abilities, along with recruitments, you can involve them in admin, coordination, business development (BD), and other areas.
From India, Mumbai
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Making an agreement is not as convincing as legal proceedings, as they are very time-consuming and money-consuming. Moreover, legal actions may put you into hot water and taint your reputation sometimes.
As for high employee turnover, provide them with growth prospects by assigning them different responsibilities. Give them training for one task and keep other training to be given after one gets a good hold over it. This will keep them interested in the job as they would feel some surprise factor in the job.
From India, Ahmadabad
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As for high employee turnover, provide them with growth prospects by assigning them different responsibilities. Give them training for one task and keep other training to be given after one gets a good hold over it. This will keep them interested in the job as they would feel some surprise factor in the job.
From India, Ahmadabad
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EMPLOYEE TURNOVER.pdf
Reasons for leaving the job.doc