An interesting article by Azim Premji.......

Hi,

An interesting article by Azim Premji.......
~Shehwar


Managing people

WHY EMPLOYEES LEAVE ORGANIZATIONS ? - 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. The 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. 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 does'nt.

" Jack Welch of GE once said. A company's v alue lies "between the ears of its employees".

Nice one to read,

this is absolutely true, managers need to have an open mind to accept mistakes and encourage others when they are doing good.

It feels people at top positions are not ready to accept their mistakes and tend to get irritated at their juniors (easy way to hide ur mistakes).

keep posting

rgds

Nice one to read,

this is absolutely true, managers need to have an open mind to accept mistakes and encourage others when they are doing good.

It feels people at top positions are not ready to accept their mistakes and tend to get irritated at their juniors (easy way to hide ur mistakes).

keep posting

rgds

Hi,
Thanks for posting a very valuable article on the forum. Its the universal truth that Employees don't leave because of the company but due to the managers.

Nandan Nilenkani the CMD of Infosys in one of his TV interviews also mentioned the same statement.

We have seen a lot of employees leave us and in the exit interviews blame the managers in the organisation for lack of support or lack of guidance in the career growth path.

Knowing these facts very well how do we change this scenario?
Do we train the managers to adopt new approaches?
Do we let the employees who leave us leave and hire new recruits who match the managers ideology?

It would be of great help to many if we address these points.
Looking forward to CITEHR members for their valuable suggestions.

Thank you all in advance.

Regards
Praveen

hi,

thanks a lot for the article...

yea i agree to the fact that one of the major reason for attrition related problems is the lack of a healthy relationship between a superior and subordinate...

frequent feedbacks from the subordinates, promoting regular and clear communication between a superior and his immediate subordinate is one such technique which can be used as a precaution to the problem of attrition.

regards
natasha

Wonderful Article,,

Nice to see the article again,,,

Hello everybody,

The article is really very true.., ppl leave becoz of their bosses.., boss themselves leave becoz of their superiors, or the way their new GM behave.., then why cant they understand.., tht in today's world no one hears or bares anything asked, said by the parents to the kid, then how can a boss expect tht by being tough, he can get all the work done from him..

Today bosses are no more needed, ppl need menors, i.e. frd, philosopher, guide. PPl know their job, but only need feedback, guidance.

Jaina

Hello everybody,

The article is really very true.., ppl leave becoz of their bosses.., boss themselves leave becoz of their superiors, or the way their new GM behave.., then why cant they understand.., tht in today's world no one hears or bares anything asked, said by the parents to the kid, then how can a boss expect tht by being tough, he can get all the work done from him..

Today bosses are no more needed, ppl need menors, i.e. frd, philosopher, guide. PPl know their job, but only need feedback, guidance.

Jaina