Why Employees Leave Organisations ?
Read also the book "First, break all the rules"
- 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 ?
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. The second time, that thought gets
strengthened. The third time, he looks for another job.
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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\n
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\n
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\n
ears of its employees".
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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".
