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Hi Rajat,
Thanks for the write-up it is very very informative, I would like to say that you are a brain box behind the brain.
Cheers and woiuld expect you to throw some more ligh on operational issues about man/people management.

From India, Madras
Hi Lionel,
Thanks for your warm kinds..really appreciate your comments..
Hello Bhawana,
Trust this scrap finds you in high spirits.
Am proposing to have a knowledge sharing session on this saturday 21st March,2009.
The topic is :
Best Practices on Retention Strategies : Future Trends
This would last for an hour or so and another 30 minutes for discussion.
Time : 6:00 p.m.
Venue : Have spoken to some people on the same and should revert to me by Tuesday on the same.
Rajat Joshi

From India, Pune
Dear Mr. Joshi, Would you please share more gyan on this subject as it has been awhile we have not heard from you. Regards, Bhawana
From India, Mumbai
Dear all,

This is interesting article about the changes which would happen once the American economy improves..

Lessons From the JetBlue Debacle
by Simon T. Bailey

When flight attendant Steven Slater dramatically "gave notice" to his employer by departing via a JetBlue airplane's emergency chute earlier this month, he became a harbinger of what may become one of the most chaotic employment scenarios: a mass exodus of the workforce.

While some may be quick to dismiss the flight attendant's rant as a random tirade that has no probability of happening in their own organization, savvy leaders should take a closer look at the sentiments registered by an poll following the incident, in which half of the 91,000-plus voters deemed Slater a hero and only 10 percent suggested he was an "idiot."

It also portends another undercurrent in the American workforce: a serious case of wandering-eye syndrome that's going to lead to an influx of professional divorce if we're not careful.

Pay cuts, increased workloads and dispassionate leadership have resulted in a disturbing level of employee frustration. According to a January 2010 report by The Conference Board, job satisfaction in the U.S. is at a 22-year low - 55 percent of employed Americans are dissatisfied with their job and, as a result, they're seriously contemplating divorcing their employer.

For now, they're biding their time, but only until the economy rebounds just enough to follow Slater's lead and leap for something else. Granted, it's unlikely to be on par with the spectacle that played out on the tarmac at JFK, but it will happen.

A survey of 14,000 workers and almost 400 HR managers found that economic growth, coupled with shifting employment options, has recently led 65 percent of U.S. workers to consider launching some sort of job search.

Here's a caution to leaders: Your partners are looking for new mates. What are you going to do about it?

It's true that leaders may have been focused on making sure the future is secure, but they've been neglecting their most important relationships, and their employees have developed a wandering eye. Like an unhappy spouse in a failing marriage, their employees are asking themselves, "Am I happy, appreciated, satisfied and cared about? Or are we merely going through the motions?"

For leaders who are seriously committed to avoiding a messy divorce and rebuilding their professional marriage, the best place to start is by honestly answering the following questions:

a) Do I care about the person behind the employee?

b) Am I the least bit interested in understanding what ignites employees' spirits and engages their hearts and minds?

c) When was the last time I had lunch in the employee break room or greeted my staff in the lobby upon arrival in the morning?

Individuals who have ever been in a long-term relationship know that little things make a big difference. Since small is the new big, what can leaders do on a small scale, but consistently, that will make a big impact to keep talent happily married to the company?

[About the Author: Simon T. Bailey is an organizational thought leader for Brilliance Institute, Inc. and author of "Release Your Brilliance."]


Rajat Joshi

From India, Pune
This is a COOL article. Though retention strategy varies across industries and functions what an employee expects from the company is "good recognition".
Here the rocket science is "how happy your employee is".
Dinesh L.

From India, Coimbatore

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