- Azim Premji, CEO- Wipro
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you're losing good people, look to their manager .... manager is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
"People leave managers not companies ," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
From United States
1Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you're losing good people, look to their manager .... manager is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
"People leave managers not companies ," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
From United States
Meghana,
Good inf, how people leave the org'n and that "they are not fixed assets they are free agents", quite informative........helpful to design retention policies, work atmosphere, most imp MANAGERS who try t ocontrol them etc....
Thanks for sharing good information...
SARI
From India, Hyderabad
Good inf, how people leave the org'n and that "they are not fixed assets they are free agents", quite informative........helpful to design retention policies, work atmosphere, most imp MANAGERS who try t ocontrol them etc....
Thanks for sharing good information...
SARI
From India, Hyderabad
hi this artical is very good . regards sai kumar mukthevi horizonreach management consultants 9885555166
AS I DOING THE PROJECT OVER THE SAME ISSUE,... THROUH THIS PROJECT I CAME TO KNOW THE SAME REASONS WHICH MENTIONED ABOVE PRAMOD
From India, Kanpur
From India, Kanpur
There is a learning for all of us, now, We as HRD Managers, will have to make sure to our employees, that we can help them shift departments so that they need not leave the organization and as well leave the boss.
good Idea,
S.K.Sundararajan
HRD Manager
Cell 9282103900
From India, Madras
good Idea,
S.K.Sundararajan
HRD Manager
Cell 9282103900
From India, Madras
hey meghana,
thats a really good one. thanks for sharing it with all of us.
I totally agree with it.
these managers are also called as TOXIC LEADERS.
If you want to read more about them, here is the link
<link no longer exists - removed>
http://www.transleadership.com/ToxicLeadership.pdf
Regards
Simran
From Germany
thats a really good one. thanks for sharing it with all of us.
I totally agree with it.
these managers are also called as TOXIC LEADERS.
If you want to read more about them, here is the link
<link no longer exists - removed>
http://www.transleadership.com/ToxicLeadership.pdf
Regards
Simran
From Germany
Good reasons...but how to retain the employees...retention is the priority or the REcruitment???? Ankur Kumar
From India, Ahmadabad
From India, Ahmadabad
Categorically we have to agree with this. Mr.Sundarrajan also given a possible suggestion for rectifying the problem. Regards Srinivasan 9894746074 Chennai
From Singapore, Singapore
From Singapore, Singapore
Hi Meghana,
The idea of people leaving manager has been identified and hence the 360 feedback. this is one of the options for the employee to give a proper feedback to the organization that this 'Manager' needs to be looked into.
second, besides compensation, job rotation and other incentive program, if the organization can implement 'open door' policy for feedback - to one up; this may help identify the 'manager'.
regards
From India, Kolkata
The idea of people leaving manager has been identified and hence the 360 feedback. this is one of the options for the employee to give a proper feedback to the organization that this 'Manager' needs to be looked into.
second, besides compensation, job rotation and other incentive program, if the organization can implement 'open door' policy for feedback - to one up; this may help identify the 'manager'.
regards
From India, Kolkata
Hi members,
The reason to share this article in this HR forum is to make all HR leaders look at the flip side of the employees exit. "IT IS NOT ALWAYS THE FAULT OF THE ORGN SYSTEMS OR SALARY, ITS THE MANAGERS TOO".
Its only when the employee is frustrated with the current state of affairs that he looks out for other options.......THATs WHEN HE KNOWS THAT HIS VALUE HAS APPRECIATED (ctc).....TILL THEN HE IS CLUELESS.
Think!!!!! If attrition rate is too high in a particular dept first check with the Manager.............than the orgn.
Regards,
Meghana
From United States
The reason to share this article in this HR forum is to make all HR leaders look at the flip side of the employees exit. "IT IS NOT ALWAYS THE FAULT OF THE ORGN SYSTEMS OR SALARY, ITS THE MANAGERS TOO".
Its only when the employee is frustrated with the current state of affairs that he looks out for other options.......THATs WHEN HE KNOWS THAT HIS VALUE HAS APPRECIATED (ctc).....TILL THEN HE IS CLUELESS.
Think!!!!! If attrition rate is too high in a particular dept first check with the Manager.............than the orgn.
Regards,
Meghana
From United States
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Azim premji secrets of success.pps
Elections in India view pg 7.pdf
A 360-Degree View of HR.doc