Why talented employees leave?
Mar. 29th, 2007 11:34 pm![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
valkyriezaThis was sent me via email by tempestia and everytime I reread it, I cannot help, but agree. I have been in the corporate world over 9 years and I had seen the following all too often, just because someone thinks that being a supervisor is all about having the power to push people around.
WHY EMPLOYEES LEAVE ORGANISATIONS ? - 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?
Jack Welch of GE once said. "A company's value lies "between the ears of
its employees".
Words to listen to.
tempestia and everytime I reread it, I cannot help, but agree. I have been in the corporate world over 9 years and I had seen the following all too often, just because someone thinks that being a supervisor is all about having the power to push people around.WHY EMPLOYEES LEAVE ORGANISATIONS ? - 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?
Mark 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 immediate boss. Immediate
boss 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 next time, that thought gets stronger. 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.
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 immediate boss. Immediate
boss 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 next time, that thought gets stronger. 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.
Jack Welch of GE once said. "A company's value lies "between the ears of
its employees".
Words to listen to.
