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

From India
Hi
I personally feel that Manager is not all-in-all ofcourse he is reporting to somebody the direction has to come from his seniors that how he should deal with the situation and tackle his subordinates
regards
Srishti

From India, Bangalore
Hi Praveen,
The best way is to let the Manager decide his team member. So finally the Manager should approve of the shortlisted candidate before finalized by the HR. I think this is what is followed in most of the companies. Another way is to train the managers on soft skills like Leadership skills, Managerial effectiveness, How to lead a team etc. We can also link performance of the manager by observing the way he leads his team. On regular occassions we should take feedback from the juniors about the style of their manager. This is why most cos had introduced 360 degree feedback system so they could collect information abt the indiviual from all sides. We need to introduce feedback system bottom to up in addition to the already existing up to bottom. May be we need to groom the managers as per our company culture before expecting them to lead their team effectively.
Regards,
Pooja

From India, Pune





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