WHY EMPLOYEES LEAVE ORGANISATIONS? - Azim Premji, Wipro
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Arun, 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 Arun 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, Arun 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 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. On 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 like 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 cruci
- Naresh Yadav
MetrixLine Software, Pune
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