...because AS PER THE HR, WORLD whenever any employee is asked this question WHY? and he replies OFFICE POLITICS< SUPERIOR RELATIONS in interview HE IS NOT RECRUITED and THE HR BELEIVES THESE ARE NOT A ISSUE TO LEAVE ORGSN...
Experienced Hr Professionals and Senior managers, and well as organizational development professionals have historically recognized that people leave organizations primarily because of the manager. Either the relationship is non supportive, or in worst cases, antagonistic, or the manager and the employee have differing work styles or objectives.
You state that you can not say "office politics" or "superior relationships". I would comment that you can... it just depends on HOW you relate them, and level of your experience in the world of work
If a fresh grad or new office assistant speaks to me of "office poltics" I try to understand what the scenario was BEFORE i dismiss them as not having enough workplace understanding or maturity to cope with the ups and downs of work life.
iI a senior professional identifies a scenario of poor fit with management idealogy or a lack alignment between their career goals that the organization, it can be a more than satisfactory reason for departure.
I have resigned from positions because of "poor fit" or that the direction my employer was embarking upon and how and where I wanted to contribute my talent were no longer compatible.
Lastly, so much research shows that when people have at least a liveable wage, money is NOT the prime motivator for leaving; its often some other reason entirely, even at more junior levels.
People want to feel that their contributions at whatever level matter to the organzation and that they are valued.
When an HR professional feels that they are seen soley as a paper pusher, or the one who does exactly what seniors desire, without having the opportunity to offer best practice recommendations... they leave in droves.
Superior talent always finds a new home where they can continue to grow.
Regards,
Bruncha
From United Arab Emirates, Dubai
7Experienced Hr Professionals and Senior managers, and well as organizational development professionals have historically recognized that people leave organizations primarily because of the manager. Either the relationship is non supportive, or in worst cases, antagonistic, or the manager and the employee have differing work styles or objectives.
You state that you can not say "office politics" or "superior relationships". I would comment that you can... it just depends on HOW you relate them, and level of your experience in the world of work
If a fresh grad or new office assistant speaks to me of "office poltics" I try to understand what the scenario was BEFORE i dismiss them as not having enough workplace understanding or maturity to cope with the ups and downs of work life.
iI a senior professional identifies a scenario of poor fit with management idealogy or a lack alignment between their career goals that the organization, it can be a more than satisfactory reason for departure.
I have resigned from positions because of "poor fit" or that the direction my employer was embarking upon and how and where I wanted to contribute my talent were no longer compatible.
Lastly, so much research shows that when people have at least a liveable wage, money is NOT the prime motivator for leaving; its often some other reason entirely, even at more junior levels.
People want to feel that their contributions at whatever level matter to the organzation and that they are valued.
When an HR professional feels that they are seen soley as a paper pusher, or the one who does exactly what seniors desire, without having the opportunity to offer best practice recommendations... they leave in droves.
Superior talent always finds a new home where they can continue to grow.
Regards,
Bruncha
From United Arab Emirates, Dubai
Hi Peer,
An excellent survey made agree to all the points.
I have some queries which i would like to discuss here as i could a relevant feedback popping pls guide on my query below hope u dont mind me sharing my views and seeking for opinions.
Im an IT Recruiter with 3+ yrs of IT exp in Hardcore recruitments, i would like to initiate a process for Unprofessional employees we come across in our day to day life of recruitment's. By Nonprofessionals i mean candidates who are not serious about job change but still go ahead with interview procedures, who always give excuses for not attending a personal interview being in the same city, candidates who take a offer and never respond to calls, avoid communications and other unprofessional activities.
I understand that its a Task which a recruiter has to inculcate within himself or herself but there are some candidates who can be smarter as well and a recruiter cant tackle it always she can be wrong sometime in identifying a perspective candidate.
In short i would like to start a process wherein we can BLACKLIST a particular candidate who is found UNPROFESSIONAL, we( i mean the HR, Recruiters) should actually publish the names of the candidates who do so, afterall we are the person who face difficulties i may be wrong as well.
Just would like to know few opinions on the same and if someone disagrees let me know a substitute for the same.
NEED FEW SUGGESTIONS ON THIS
Thanks,
Gauri
Feel free to reach me @ :-
From India, Pune
An excellent survey made agree to all the points.
I have some queries which i would like to discuss here as i could a relevant feedback popping pls guide on my query below hope u dont mind me sharing my views and seeking for opinions.
Im an IT Recruiter with 3+ yrs of IT exp in Hardcore recruitments, i would like to initiate a process for Unprofessional employees we come across in our day to day life of recruitment's. By Nonprofessionals i mean candidates who are not serious about job change but still go ahead with interview procedures, who always give excuses for not attending a personal interview being in the same city, candidates who take a offer and never respond to calls, avoid communications and other unprofessional activities.
I understand that its a Task which a recruiter has to inculcate within himself or herself but there are some candidates who can be smarter as well and a recruiter cant tackle it always she can be wrong sometime in identifying a perspective candidate.
In short i would like to start a process wherein we can BLACKLIST a particular candidate who is found UNPROFESSIONAL, we( i mean the HR, Recruiters) should actually publish the names of the candidates who do so, afterall we are the person who face difficulties i may be wrong as well.
Just would like to know few opinions on the same and if someone disagrees let me know a substitute for the same.
NEED FEW SUGGESTIONS ON THIS
Thanks,
Gauri
Feel free to reach me @ :-
From India, Pune
Dear Mr.Vinod Bidwaik,
Your survey is true and accept all the 7 points your have mentioned therein. Especially, I vouchsafe and boldly accept your 7th point which is not 21% true but 99% reality.
I am working in an organization which has a brand name. But my HOD being under an extended period beyond retirement she tortures every one by calling discussion for unworthy things and wasting our time at-least 3 hours in a day daily.
Almost, within one year 19 persons joined our organization and left the service forgoing one month salary.
The present set of 16 staff are already on the look out for a change over.
Despite knowing the fact very well the Management has given another extension for one more year will get 2 more extensions untill she attains 65 years.
The worst things, we staff are working very hard but the management increased her salary by 90%.
Almost all the Management are looks alike and sufferers who put sustained effort hope a dawn will come.
Thanks and sorry to bother you. My best wishes for your future surveys. Please keep on post such surveys.
Thanks and I remain,
K.C.Seshadri
From India, Madras
Your survey is true and accept all the 7 points your have mentioned therein. Especially, I vouchsafe and boldly accept your 7th point which is not 21% true but 99% reality.
I am working in an organization which has a brand name. But my HOD being under an extended period beyond retirement she tortures every one by calling discussion for unworthy things and wasting our time at-least 3 hours in a day daily.
Almost, within one year 19 persons joined our organization and left the service forgoing one month salary.
The present set of 16 staff are already on the look out for a change over.
Despite knowing the fact very well the Management has given another extension for one more year will get 2 more extensions untill she attains 65 years.
The worst things, we staff are working very hard but the management increased her salary by 90%.
Almost all the Management are looks alike and sufferers who put sustained effort hope a dawn will come.
Thanks and sorry to bother you. My best wishes for your future surveys. Please keep on post such surveys.
Thanks and I remain,
K.C.Seshadri
From India, Madras
ya sir you are absolutely right I too left the job by the colleagues around me as well as peculiar management unsuitable to me.
From India, Indore
From India, Indore
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