dear all
In my company employees are frequently sending resignation letter why its happening? most of the persons sending resignation letter in the same department. pls guide me how to stop this issue.kindly reply me as quick as possible. im planning to organize a meeting with my management.
From India, Madras
4In my company employees are frequently sending resignation letter why its happening? most of the persons sending resignation letter in the same department. pls guide me how to stop this issue.kindly reply me as quick as possible. im planning to organize a meeting with my management.
From India, Madras
it can be due to parity in salary, absence of incentives, improper HR Management, lack of trust in future of company, poaching by your competitor or something else. Why don't you check with the employees those who have submitted resignations?
From India, Bangalore
From India, Bangalore
Dear Earlystar,
suggestion is to start with a note as to have detail exit interview in a way to find out the reason to why so many are leaving organisation. May be we can help you out. We do consulting services for it we can organise a complete HR department which can work systematically on it own.
Contact me on
09377561255
or
Hiral Patel
From India, Vadodara
suggestion is to start with a note as to have detail exit interview in a way to find out the reason to why so many are leaving organisation. May be we can help you out. We do consulting services for it we can organise a complete HR department which can work systematically on it own.
Contact me on
09377561255
or
Hiral Patel
From India, Vadodara
Dear All
Thanks alot for your prompt reply i already asked the reason from the resigning employees they are telling just because of the salary hike. so we increased last two months before the salary to some of the employees who is showing the performance best . But the person who got salary hike, not even complete more than two months they put the paper again
From India, Madras
Thanks alot for your prompt reply i already asked the reason from the resigning employees they are telling just because of the salary hike. so we increased last two months before the salary to some of the employees who is showing the performance best . But the person who got salary hike, not even complete more than two months they put the paper again
From India, Madras
I think they are having issues with the present working environment - like colleagues, bosses, etc. Sometimes even an incentive like money cannot keep them from going if the bosses are inconsiderate. Find out the real issue. They are probably just using money as an excuse.
From India, Mumbai
From India, Mumbai
Dear Earlystar,
it is called as Labour Turnover. Before they leave organization you should take their Exit interview. That time you have to retain him and try to know the reason. There may be many reason for this. i can give you new techniques. contact me. this is my e-mail id
From India, Shimoga
it is called as Labour Turnover. Before they leave organization you should take their Exit interview. That time you have to retain him and try to know the reason. There may be many reason for this. i can give you new techniques. contact me. this is my e-mail id
From India, Shimoga
Hi Sachin,
Hope you must have done exit interviews for the resigning people, try to know the exact reason from them and based on their feedback you can gather some inputs and analyse the situation. may be can get some idea..........hope this will work for you.
- Mujeeb
From India, Hyderabad
Hope you must have done exit interviews for the resigning people, try to know the exact reason from them and based on their feedback you can gather some inputs and analyse the situation. may be can get some idea..........hope this will work for you.
- Mujeeb
From India, Hyderabad
The best step here is calling for a skip meet. Call all the unhappy employees in a group. Ask them for the issues. I am sure, when they will be in a group, speaking will be more easy. Do not note down anyones names. Just take a general feedback on the issues faced by them. Then try calling people one by one and checking the issues already highlighted. This will give you the clear picture of the issue and will guide you to the next step
Do let me know the results
Rohan
From India, Mumbai
Do let me know the results
Rohan
From India, Mumbai
Hi earlystar,
Probably interms of salary, mangement, or the attitude of the manager in that department. Do the ripple effect of change and do exit interview i'am surely enough that you will get the answer.
From Philippines, Bauan
Probably interms of salary, mangement, or the attitude of the manager in that department. Do the ripple effect of change and do exit interview i'am surely enough that you will get the answer.
From Philippines, Bauan
Nice to see simple answers for a complicated question!!!
Exit interview? Salary increase? Meetings? Counselling? Dept Manager?
Before you take any action systematic analysis is critical
I am just giving a few steps and you can work on developing this further
Step 1
What is your industry and what is the Employee Turnover percentage in your industry and in your location
Step 2
Levelwise what is Employee turnover and ifyou can get this data from some more companies in the same industry it will be good
Step 3
Departmentwise analysis
Step 4
This is very important as you start collecting data on skill sets/ For example in a trecent survey I conducted, we sound out that welders keep moving out often. The company kept increasing salary levels but they keep moving out.Demand in the market for this skill is so high, any adjustment in salary level did not help It did bring it down slightly but it is still a challenge.
Step 5
Collect info about the years of experience and the turnover. I have surprisingly come across in one study that the employees with less than two years experiemnce keep moving out and when they stay for more than two years they stay longer. This is more to do with the Managements policy on promotions.
You may add a few more analytical points and complete this analysis in 7 days to 15 days time depending on the number of employees and availability of data.
Once you complete the analysis, identify the key area of concern... it could be department... it could be skill..... and dont ever compare your comp[any with companies with different size. for example if your company size is say 200 and a turnover of 50 crores, then comparing yourself with say Infosys or TCS or wipro has no relevance.
Again in manufacturing companies Employee turnover is reasonably lower than in IT and BPOs
Another keyfactor is your companys growth. if your company is not growing and alternatively if it is degrowing, any exercise you do will be of no use inless the Top man himself meet people and motivate them to stay back
last but not the least.....do you indicate stability to people?? How many people in a month or in a quarter or in a year, your management is asking to go out due to performance or excess? if you strength is say 200 and if you ask atleast two people to out in a quarter, it means 8 in a year. This is closer to 5 percentage points in a year. the percentage looks small but the impact it has on employee turnover is very high. Only way you can reduce is to have a correct and the best recruitment process to ensure that you select the right candidate for the jobs
I do not know whether you read such a long note. However I would like to reiterate proper analysis holds the key for containing Employee Turnover dont jump into action unless you complete the analysis
exit interviews atleast In many parts of India do not throw light. candidates going out will give some info to Department something else to Hr and interestingly he will toally different story to the CEO!!!
Sivasankaran
From India, Chennai
Exit interview? Salary increase? Meetings? Counselling? Dept Manager?
Before you take any action systematic analysis is critical
I am just giving a few steps and you can work on developing this further
Step 1
What is your industry and what is the Employee Turnover percentage in your industry and in your location
Step 2
Levelwise what is Employee turnover and ifyou can get this data from some more companies in the same industry it will be good
Step 3
Departmentwise analysis
Step 4
This is very important as you start collecting data on skill sets/ For example in a trecent survey I conducted, we sound out that welders keep moving out often. The company kept increasing salary levels but they keep moving out.Demand in the market for this skill is so high, any adjustment in salary level did not help It did bring it down slightly but it is still a challenge.
Step 5
Collect info about the years of experience and the turnover. I have surprisingly come across in one study that the employees with less than two years experiemnce keep moving out and when they stay for more than two years they stay longer. This is more to do with the Managements policy on promotions.
You may add a few more analytical points and complete this analysis in 7 days to 15 days time depending on the number of employees and availability of data.
Once you complete the analysis, identify the key area of concern... it could be department... it could be skill..... and dont ever compare your comp[any with companies with different size. for example if your company size is say 200 and a turnover of 50 crores, then comparing yourself with say Infosys or TCS or wipro has no relevance.
Again in manufacturing companies Employee turnover is reasonably lower than in IT and BPOs
Another keyfactor is your companys growth. if your company is not growing and alternatively if it is degrowing, any exercise you do will be of no use inless the Top man himself meet people and motivate them to stay back
last but not the least.....do you indicate stability to people?? How many people in a month or in a quarter or in a year, your management is asking to go out due to performance or excess? if you strength is say 200 and if you ask atleast two people to out in a quarter, it means 8 in a year. This is closer to 5 percentage points in a year. the percentage looks small but the impact it has on employee turnover is very high. Only way you can reduce is to have a correct and the best recruitment process to ensure that you select the right candidate for the jobs
I do not know whether you read such a long note. However I would like to reiterate proper analysis holds the key for containing Employee Turnover dont jump into action unless you complete the analysis
exit interviews atleast In many parts of India do not throw light. candidates going out will give some info to Department something else to Hr and interestingly he will toally different story to the CEO!!!
Sivasankaran
From India, Chennai
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.
Resignation Letter.jpg
Resignation cum relieving letter.doc