Dear all,
I am working as HR-Generalist with an eng. consultancy firm. I have been allotted a very interesting job. We have received a combined resignation from N numbers of engineers.
Through investigation i came to know 80% of them are in under pressure, are doing so because of seniors and they are freshers. Rest 20% are under Red Mark. I need to do one-to-one discussion and have to resolve this adverse situation.
Basically I am looking for some valuable suggestions from the intellectual professional of CiteHR.
Please guide me
Thanks and regards-
Pankaj Hirani
From United States
6I am working as HR-Generalist with an eng. consultancy firm. I have been allotted a very interesting job. We have received a combined resignation from N numbers of engineers.
Through investigation i came to know 80% of them are in under pressure, are doing so because of seniors and they are freshers. Rest 20% are under Red Mark. I need to do one-to-one discussion and have to resolve this adverse situation.
Basically I am looking for some valuable suggestions from the intellectual professional of CiteHR.
Please guide me
Thanks and regards-
Pankaj Hirani
From United States
hi
With my littke knowledge i would like to suggest that
First, If you are not interested in continuing with Red Markers then this would be the right time as in place of them you can hire new person with full commitment & dedication.
Second, for those who are freshers during counselling you can focus on their future career prospects with your company interms of learning and monitory benefits. you can even tell them that early resignation will have adverse effect on their C.V as well as they would be in trouble if they leave without any offer in hand.
Hope this will help in some way
All the Best!
Regards,
Revathi
From India
With my littke knowledge i would like to suggest that
First, If you are not interested in continuing with Red Markers then this would be the right time as in place of them you can hire new person with full commitment & dedication.
Second, for those who are freshers during counselling you can focus on their future career prospects with your company interms of learning and monitory benefits. you can even tell them that early resignation will have adverse effect on their C.V as well as they would be in trouble if they leave without any offer in hand.
Hope this will help in some way
All the Best!
Regards,
Revathi
From India
Hi Pankaj,
I would like to add one more point to what Revathi said. During councelling you can also suggest these freshers that where ever they will join, it is not possible that they wont encounter such problems as they have here. Every organization has different set of people. All cant have same working style. It depends on person how they tackel with different sort of people. So it wont be an intelligent decision to leave organization for such reason.
Suniti
From India, Chandigarh
I would like to add one more point to what Revathi said. During councelling you can also suggest these freshers that where ever they will join, it is not possible that they wont encounter such problems as they have here. Every organization has different set of people. All cant have same working style. It depends on person how they tackel with different sort of people. So it wont be an intelligent decision to leave organization for such reason.
Suniti
From India, Chandigarh
Dear Pankaj,
You can ask following questions:
1. What are the reasons for which you are leaving the comp.?
2. What, if anything could WE (your comp.) have done differently which would have enabled you to remain with us?
3. What, if anything could you have done differently which have enabled you to remain with the comp.?
4. What did you enjoy the most: Management, working hrs, working environment.
5. What did you enjoy least:
I hope this will give you idea to frame questionr according to your org.
Suniti
From India, Chandigarh
You can ask following questions:
1. What are the reasons for which you are leaving the comp.?
2. What, if anything could WE (your comp.) have done differently which would have enabled you to remain with us?
3. What, if anything could you have done differently which have enabled you to remain with the comp.?
4. What did you enjoy the most: Management, working hrs, working environment.
5. What did you enjoy least:
I hope this will give you idea to frame questionr according to your org.
Suniti
From India, Chandigarh
Hi suniti,
Thanks a lot for ur prompt and effective response.
I would appreciate if you can suggest me some questions or point to understand them psychologically so that we can take appropriate action.
Good to know that u belogns to Jaipur coz I belongs to Ajmer.
Thanks and regards-
Pankaj
From United States
Thanks a lot for ur prompt and effective response.
I would appreciate if you can suggest me some questions or point to understand them psychologically so that we can take appropriate action.
Good to know that u belogns to Jaipur coz I belongs to Ajmer.
Thanks and regards-
Pankaj
From United States
Dear Pankaj,
Nice to know that you are from ajmer. thats my moms parental place. well about ur query its difficult to understand employee psycology once they have decided to leave but i have got some data on how to frame and ask ques. to understand them better. it is as below:
Suggested exit interview questions
These sample questions are useful in face-to-face exit interviews, although some are more suitable for management employees but they also help at entry levels.. As a rule of thumb in face-to-face interviews:
Use the word why if you want to probe, especially if the first answer is vague or superficial.
Questions beginning with what and how are better for getting people to think about and convey their views to you properly and honestly.
When and where are also more specific qualifying questions, unless of course they are used in a general context rather than specific time or geographic sense.
Who should be used with care to avoid defamatory risks. Many exit interviewees will be uncomfortable if asked to name people or allocate personal blame. Exit interviews are not about blame, which is not constructive and should be avoided for anything other than very serious complaints or accusations, which must then be suitably referred as follow-up would be beyond the normal exit interview remit.
When the interview is complete always say thanks and wish the employee well.
The sample question examples are not in any progression, but there is a broad logic to the order of the types of questions. There are many more questions provided than you would normally ask in a typical exit interview. Pick the questions that are most relevant to the leaving circumstances, the interviewee and your office.
Tell me about how you have come to decide to leave?
What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
How do you feel about the organization?
What has been good/enjoyable/satisfying for you in your time with us?
What has been frustrating/difficult/upsetting to you in your time with us?
What extra responsibility would you have welcomed that you were not given?
How could the organization have enabled you to make fuller use of your capabilities and potential?
What training would you have liked or needed that you did not get, and what effect would this have had?
How well do think your training and development needs were assessed and met?
What can you say about communications within the organization/your department?
What improvements do you think can be made to customer service and relations?
How would you describe the culture or “feel” of the organization?
What improvement could be made to the way that you were inducted/ prepared for your role(s)?
What can you say about the way your performance was measured, and the feedback to you of your performance results?
What would you say about how you were motivated, and how that could have been improved?
Can you provide any ridiculous examples of policy, rules or instructions you have encountered here?
What examples of ridiculous waste (material or effort), pointless reports, meetings, bureaucracy, etc., could you point to?
How could the organization reduce stress levels among employees where stress is an issue?
How could the organization have enabled you to have made better use of your time?
What can the organization do to retain its best people (and not lose any more like you)?
Would you consider working again for us if the situation were right?
Are you happy to say where you are going (if you have decided)?
What particularly is it about them that make you want to join them?
What, importantly, are they offering that we are not?
(If appropriate) Could you be persuaded to renegotiate/stay/discuss the possibility of staying?
Pankaj you can also go through the link below:
http://www.insightlink.com/exit_inte..._turnover.html
I am sure this will be of great use to you.
Suniti
From India, Chandigarh
Nice to know that you are from ajmer. thats my moms parental place. well about ur query its difficult to understand employee psycology once they have decided to leave but i have got some data on how to frame and ask ques. to understand them better. it is as below:
Suggested exit interview questions
These sample questions are useful in face-to-face exit interviews, although some are more suitable for management employees but they also help at entry levels.. As a rule of thumb in face-to-face interviews:
Use the word why if you want to probe, especially if the first answer is vague or superficial.
Questions beginning with what and how are better for getting people to think about and convey their views to you properly and honestly.
When and where are also more specific qualifying questions, unless of course they are used in a general context rather than specific time or geographic sense.
Who should be used with care to avoid defamatory risks. Many exit interviewees will be uncomfortable if asked to name people or allocate personal blame. Exit interviews are not about blame, which is not constructive and should be avoided for anything other than very serious complaints or accusations, which must then be suitably referred as follow-up would be beyond the normal exit interview remit.
When the interview is complete always say thanks and wish the employee well.
The sample question examples are not in any progression, but there is a broad logic to the order of the types of questions. There are many more questions provided than you would normally ask in a typical exit interview. Pick the questions that are most relevant to the leaving circumstances, the interviewee and your office.
Tell me about how you have come to decide to leave?
What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
How do you feel about the organization?
What has been good/enjoyable/satisfying for you in your time with us?
What has been frustrating/difficult/upsetting to you in your time with us?
What extra responsibility would you have welcomed that you were not given?
How could the organization have enabled you to make fuller use of your capabilities and potential?
What training would you have liked or needed that you did not get, and what effect would this have had?
How well do think your training and development needs were assessed and met?
What can you say about communications within the organization/your department?
What improvements do you think can be made to customer service and relations?
How would you describe the culture or “feel” of the organization?
What improvement could be made to the way that you were inducted/ prepared for your role(s)?
What can you say about the way your performance was measured, and the feedback to you of your performance results?
What would you say about how you were motivated, and how that could have been improved?
Can you provide any ridiculous examples of policy, rules or instructions you have encountered here?
What examples of ridiculous waste (material or effort), pointless reports, meetings, bureaucracy, etc., could you point to?
How could the organization reduce stress levels among employees where stress is an issue?
How could the organization have enabled you to have made better use of your time?
What can the organization do to retain its best people (and not lose any more like you)?
Would you consider working again for us if the situation were right?
Are you happy to say where you are going (if you have decided)?
What particularly is it about them that make you want to join them?
What, importantly, are they offering that we are not?
(If appropriate) Could you be persuaded to renegotiate/stay/discuss the possibility of staying?
Pankaj you can also go through the link below:
http://www.insightlink.com/exit_inte..._turnover.html
I am sure this will be of great use to you.
Suniti
From India, Chandigarh
Hi,
Thanks a lot. its really Very helpful. This is what exactly i am looking for.
if you need any help or anything do let me know. I will try facilitate to the best of my knowledge.
Thanx once again.
Regards-
Pankaj
From United States
Thanks a lot. its really Very helpful. This is what exactly i am looking for.
if you need any help or anything do let me know. I will try facilitate to the best of my knowledge.
Thanx once again.
Regards-
Pankaj
From United States
[hey good its of your help.
I need help on PF and ESI procedures. This is recent job i have been given and have never put my hands on it. So have least idea of all teh procedures. I know about PF and ESI deductions but what formats and procedure is required , donno. can u halp me in knowing tht.
Thanks
Suniti
From India, Chandigarh
I need help on PF and ESI procedures. This is recent job i have been given and have never put my hands on it. So have least idea of all teh procedures. I know about PF and ESI deductions but what formats and procedure is required , donno. can u halp me in knowing tht.
Thanks
Suniti
From India, Chandigarh
Thanks Inder Further would suggest to find out the root cause for group resignation, diagnose and then adopt the right approach to deal with this situation. regards, Revathi
From India
From India
hi,
i want to suggest that you should conduct exit interviews of all the engineers including those seniors. which will give you a clear idea that y they are leavin. and try to councel the new one's after listening to their reservations and try to motivate them keeping in view their reservations or demands.
and as our so many comuunity fellows have written questions here you can go for one to one session and these questions to them ....
but i thing an exit interview sheet will do good. it is more professional and authentic as if you want to document it so you can do that as well. it should also includes signatures of the employee as well.
regards,
shaheen
From Pakistan
i want to suggest that you should conduct exit interviews of all the engineers including those seniors. which will give you a clear idea that y they are leavin. and try to councel the new one's after listening to their reservations and try to motivate them keeping in view their reservations or demands.
and as our so many comuunity fellows have written questions here you can go for one to one session and these questions to them ....
but i thing an exit interview sheet will do good. it is more professional and authentic as if you want to document it so you can do that as well. it should also includes signatures of the employee as well.
regards,
shaheen
From Pakistan
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