Now I am working to know why employees leave an organization. Because attrition is headache for HR professionals and for me also. So the management asked me to tell the reasons why employees are resigning and remedies.
I studied on myself why will I leave and the reasons? I could find the following reasons:
1. Competitive pay: Employees should be paid as per the position and market rate. I believe we need to check what competitor is paying. This is the most sensitive issue as “Money Matters”. If they are not able to satisfy their needs and will see their friends are getting more in other company then it will be a drive to quit the company.
2. Positive working environment: I believe these include employees work life balance, better working environment, positive attitude, cohesive team and many more. As this is the most vital as employees spend more than one third of its day time at workplace. For providing this senior management is responsible and this should flow from top. I personally feel poor work environment is the main reason for employee attrition as employee may compromise on salary to some extend but not on work environment specially young and dynamic employees.
3. Continuous development: Employees feel attached to the job till he/she feels there is scope of development and learning new things. Environment of trying and implementing new things. In absence of these job became monotonous and boring. Employees will high ambition will leave company for development and promotion.
If I don’t get this thing in a workplace then I will prefer to quit. I am preparing a brief report and will submit to the management before completion of my assignment may be by end of this week. Seniors and experts kindly give your views, comments, suggestion and guidance. My only motive is to create a better workplace and happy employees.
Regards,
Human Resources Professional
From India, Bhubaneswar
135I studied on myself why will I leave and the reasons? I could find the following reasons:
1. Competitive pay: Employees should be paid as per the position and market rate. I believe we need to check what competitor is paying. This is the most sensitive issue as “Money Matters”. If they are not able to satisfy their needs and will see their friends are getting more in other company then it will be a drive to quit the company.
2. Positive working environment: I believe these include employees work life balance, better working environment, positive attitude, cohesive team and many more. As this is the most vital as employees spend more than one third of its day time at workplace. For providing this senior management is responsible and this should flow from top. I personally feel poor work environment is the main reason for employee attrition as employee may compromise on salary to some extend but not on work environment specially young and dynamic employees.
3. Continuous development: Employees feel attached to the job till he/she feels there is scope of development and learning new things. Environment of trying and implementing new things. In absence of these job became monotonous and boring. Employees will high ambition will leave company for development and promotion.
If I don’t get this thing in a workplace then I will prefer to quit. I am preparing a brief report and will submit to the management before completion of my assignment may be by end of this week. Seniors and experts kindly give your views, comments, suggestion and guidance. My only motive is to create a better workplace and happy employees.
Regards,
Human Resources Professional
From India, Bhubaneswar
Dear Friend
Your problem needs to be addressed through diagnosis, prognosis, prescription and intervention.
It’s an Organizational Development excersie and should be carried out in structured manner, and the data/input need to be supported by empirical analysis.
1) Diagnosis: You can use inputs from "Exit Interviews". May also collect the informal feedback from peers and superiors about the exiting employees.
2) Intervention: Derive a plan to address the cause - perhaps u may need to modify HR processes, develop interlinks, implement engagement interventions or it could be simpler like addressing hygiene issues (Herzberg’s theory of motivation and hygiene factors). It depends on org culture, business goals etc.
3) Follow up: conduct "stay interviews", "Engagement interviews" etc. to take preventive measures
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
Your problem needs to be addressed through diagnosis, prognosis, prescription and intervention.
It’s an Organizational Development excersie and should be carried out in structured manner, and the data/input need to be supported by empirical analysis.
1) Diagnosis: You can use inputs from "Exit Interviews". May also collect the informal feedback from peers and superiors about the exiting employees.
2) Intervention: Derive a plan to address the cause - perhaps u may need to modify HR processes, develop interlinks, implement engagement interventions or it could be simpler like addressing hygiene issues (Herzberg’s theory of motivation and hygiene factors). It depends on org culture, business goals etc.
3) Follow up: conduct "stay interviews", "Engagement interviews" etc. to take preventive measures
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
Hello Abedeen7,
Frankly, I think you are shooting off a tangent.
Your management wanted you to "......tell the reasons why employees are resigning and remedies" AS RELATED TO YOUR COMPANY. But you just collated the GENERIC reasons for attrition. How many of those reasons you [or other members] mentioned ACTUALLY APPLY to your company?
I guess your bosses want to hear from you about the reasons THAT APPLY TO YOUR COMPANY. Hope you get the point.
Suggest focus on this angle & also give more details about your company--which sector, size, location(s), present attrition rate in your company vs industry average in your sector, etc, etc
This will give the right ingredients/inputs to the members to offer 'actionable' suggestions. More the inputs, better the suggestions.
All the Best.
Rgds,
TS
From India, Hyderabad
Frankly, I think you are shooting off a tangent.
Your management wanted you to "......tell the reasons why employees are resigning and remedies" AS RELATED TO YOUR COMPANY. But you just collated the GENERIC reasons for attrition. How many of those reasons you [or other members] mentioned ACTUALLY APPLY to your company?
I guess your bosses want to hear from you about the reasons THAT APPLY TO YOUR COMPANY. Hope you get the point.
Suggest focus on this angle & also give more details about your company--which sector, size, location(s), present attrition rate in your company vs industry average in your sector, etc, etc
This will give the right ingredients/inputs to the members to offer 'actionable' suggestions. More the inputs, better the suggestions.
All the Best.
Rgds,
TS
From India, Hyderabad
Hello Tajsateesh,
I agree with your post and the reasons I have mentioned earlier are applicable to me in this organization. I feel I would have quit the company for these reason if I would have been a permanent employee.
I have interacted with employees they highlight as we are paid less than X & Y company belonging to same locality and same business, they say they stay late for no reasons, they says we don’t get training, backbiting and many more.
We are working on designing competitive pay structure for the employees. Hope things will start changing.
From India, Bhubaneswar
I agree with your post and the reasons I have mentioned earlier are applicable to me in this organization. I feel I would have quit the company for these reason if I would have been a permanent employee.
I have interacted with employees they highlight as we are paid less than X & Y company belonging to same locality and same business, they say they stay late for no reasons, they says we don’t get training, backbiting and many more.
We are working on designing competitive pay structure for the employees. Hope things will start changing.
From India, Bhubaneswar
Hello Shaikh Abedeen,
Suggest AS SPECIFIC AS POSSIBLE when you are making any Report for the management--since they will see for 'Actionable' inputs from you.
For eg., '...we are paid less than X & Y company belonging to same locality and same business' can mean anything. How much are these employees paid & how much the other companies? As far as possible, give FIGURES & STICK TO THE FACTS. It's the Management's job to make conclusions/decisions--whether the salaries are LOW or HIGH or SAME. Even within the same industry, many factors/variables decide the Salary Structure among companies. If you just repeat what the employees say ['salary low', 'no training', etc], then there's every chance that YOU would be viewed as being 'partial' towards the employees--even when that's NOT your intent.
Hope you get the point.
Going by what you mentioned in your last posting, gives me an impression that this is a Consulting Assignment for you--rather than being the HR person IN the Company--not sure IF I am right/wrong.
All the Best.
Rgds,
TS
From India, Hyderabad
Suggest AS SPECIFIC AS POSSIBLE when you are making any Report for the management--since they will see for 'Actionable' inputs from you.
For eg., '...we are paid less than X & Y company belonging to same locality and same business' can mean anything. How much are these employees paid & how much the other companies? As far as possible, give FIGURES & STICK TO THE FACTS. It's the Management's job to make conclusions/decisions--whether the salaries are LOW or HIGH or SAME. Even within the same industry, many factors/variables decide the Salary Structure among companies. If you just repeat what the employees say ['salary low', 'no training', etc], then there's every chance that YOU would be viewed as being 'partial' towards the employees--even when that's NOT your intent.
Hope you get the point.
Going by what you mentioned in your last posting, gives me an impression that this is a Consulting Assignment for you--rather than being the HR person IN the Company--not sure IF I am right/wrong.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Abdeen,
I suggest you to work on The Employee engagement Actuvutues. Plan for the list of Engagement activites that requires maximum worker participation and cost Effective.
Basically have motto in mind that people should Say, Stay & Strive for the Organisation.
Means. 1 say- Always say positive things about the company
2. Stay- they should have desire to be a ctive member of the organisation
3. Strive- Exert extra effort that contributes to business success.
Yours Sincerly,
Jitender Kumar Sehgal
From India, Delhi
I suggest you to work on The Employee engagement Actuvutues. Plan for the list of Engagement activites that requires maximum worker participation and cost Effective.
Basically have motto in mind that people should Say, Stay & Strive for the Organisation.
Means. 1 say- Always say positive things about the company
2. Stay- they should have desire to be a ctive member of the organisation
3. Strive- Exert extra effort that contributes to business success.
Yours Sincerly,
Jitender Kumar Sehgal
From India, Delhi
Hi Abedeen
Apart from the points mentioned by you and others, the immediate superior of the person has a very important part to play in retention or separation of the employee. There are instances where people join Companies to be associated with a boss from whom they can learn and be comfortable.
regaards
Pralekh
From India, Mumbai
Apart from the points mentioned by you and others, the immediate superior of the person has a very important part to play in retention or separation of the employee. There are instances where people join Companies to be associated with a boss from whom they can learn and be comfortable.
regaards
Pralekh
From India, Mumbai
Hi Abedeen
Apart from the points mentioned by you and others, the immediate superior of the person has a very important part to play in retention or separation of the employee. There are instances where people join Companies to be associated with a boss from whom they can learn and be comfortable.
regards
Pralekh
From India, Mumbai
Apart from the points mentioned by you and others, the immediate superior of the person has a very important part to play in retention or separation of the employee. There are instances where people join Companies to be associated with a boss from whom they can learn and be comfortable.
regards
Pralekh
From India, Mumbai
Hi Abedeen,
3-4% of Employees leaving and new people coming in is a normal fact of life.
Apart from all reasons discussed so far, I add three questions.
Are you recruiting from too far off places? If that's the case unless you pay too heavily, workers won't stay.
Does the job need niche skills? In that case, competitors may be poaching your people.
Or does the work involve any risks? In this case, all good employees will leave whatever you do. Lower the risk or keep hiring more people at a time.
That's what Tajsateesh is suggesting in saying analyse your company and not the world.
Do an Employee satisfaction survey or get it done by a professional company.
From India, Bangalore
3-4% of Employees leaving and new people coming in is a normal fact of life.
Apart from all reasons discussed so far, I add three questions.
Are you recruiting from too far off places? If that's the case unless you pay too heavily, workers won't stay.
Does the job need niche skills? In that case, competitors may be poaching your people.
Or does the work involve any risks? In this case, all good employees will leave whatever you do. Lower the risk or keep hiring more people at a time.
That's what Tajsateesh is suggesting in saying analyse your company and not the world.
Do an Employee satisfaction survey or get it done by a professional company.
From India, Bangalore
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