i am an hr in an leading global consultancy firm, the firm provides all best in the industry still there exists a turnover of around 20%.
somehow we get the feel that the reason could be worklife imbalance, ppl just burnout. thought of carrying out a worklife balance study in the firm,
firm agreed to provide all the necessary available with them.
the study comprises of:
the measurement of the extent of worklife balance existent in the firm'
findout what's missing... provide remedy
ppl do give ur inputs on this topic... need it..
regards
From India
somehow we get the feel that the reason could be worklife imbalance, ppl just burnout. thought of carrying out a worklife balance study in the firm,
firm agreed to provide all the necessary available with them.
the study comprises of:
the measurement of the extent of worklife balance existent in the firm'
findout what's missing... provide remedy
ppl do give ur inputs on this topic... need it..
regards
From India
I think this a kahani ghar ghar ki , even my company is facing same situation.
According to me may be the reason is so many option is available with the employees which is unavoidable ,but the only thing we can do is we should not treat them just salaried workers . we should understand their problems whether it is related family/work place/financial or anything where we can support till our limit . this way they will trust the company and it is really difficult for them to leave it @ any cost.
Further more too much of insecurity of loosing employee may leads you to take wrong decision so my suggestion is let them go those who are not happy with the company ,otherwise they ‘ll spread or share their dissatisfaction with everyone & this will provoke other ppl too.
Rgds
Kanak
From India, Mumbai
According to me may be the reason is so many option is available with the employees which is unavoidable ,but the only thing we can do is we should not treat them just salaried workers . we should understand their problems whether it is related family/work place/financial or anything where we can support till our limit . this way they will trust the company and it is really difficult for them to leave it @ any cost.
Further more too much of insecurity of loosing employee may leads you to take wrong decision so my suggestion is let them go those who are not happy with the company ,otherwise they ‘ll spread or share their dissatisfaction with everyone & this will provoke other ppl too.
Rgds
Kanak
From India, Mumbai
that true but you so much money goes wasted on training, feels like wasted energy... i understand there is oppurtunity but how many of them are of quality .... zaada money they will jump at it doen't even look at the job content ... what are they going to say after 10 years ... they have learned hmmmm.......nothing... they have to understand that mba institute isn't the end of education or learning business.... only the right experience can build it ....hope they understand[/u]
From India
From India
Hi All,
This is one of the most burning issues in the consulting industry today.
About a few months ago, I was talking to the HR directors of one of the Big 4 consulting firms and he agreed that work-life balance is a problem. They are making efforts but the way industry is structured, it is almost impossible to let your 'human capital' walk off at 5pm. It then trailed off into being a 'women' related issue...
I am currently working with an all women consulting firm & we try to balance work and life as much as possible. This, at times means, that we do not consciously bid for projects that are more legwork/pay but less satisfaction!
What are the viable solutions then-if one wants to continue working in a competitive environment and yet maintain the balance? Have the cake & eat it too???
Solution-Learning to work smart? Automation? Switching off the mobile phone after 6pm & on weekends? Taking on fewer projects? Living close to office???
And, after looking at some of the companies that do provide work-life solutions (eg Dupont), what is the overall impact? Esp in terms of:
1. Impact on employee morale & productivity
2. Retention
3. Cost to Company/ROI
4. Hiring edge/employer of choice
5. Health of employees
6. Connecting with employee's family
.............
Thats my two bits...
Regards,
Anubhuti
From India, New Delhi
This is one of the most burning issues in the consulting industry today.
About a few months ago, I was talking to the HR directors of one of the Big 4 consulting firms and he agreed that work-life balance is a problem. They are making efforts but the way industry is structured, it is almost impossible to let your 'human capital' walk off at 5pm. It then trailed off into being a 'women' related issue...
I am currently working with an all women consulting firm & we try to balance work and life as much as possible. This, at times means, that we do not consciously bid for projects that are more legwork/pay but less satisfaction!
What are the viable solutions then-if one wants to continue working in a competitive environment and yet maintain the balance? Have the cake & eat it too???
Solution-Learning to work smart? Automation? Switching off the mobile phone after 6pm & on weekends? Taking on fewer projects? Living close to office???
And, after looking at some of the companies that do provide work-life solutions (eg Dupont), what is the overall impact? Esp in terms of:
1. Impact on employee morale & productivity
2. Retention
3. Cost to Company/ROI
4. Hiring edge/employer of choice
5. Health of employees
6. Connecting with employee's family
.............
Thats my two bits...
Regards,
Anubhuti
From India, New Delhi
right, but competitive has to be maintained - therefore i think comps should have a stress level indicator for every job - it would indicate the amount of stress the job would create for the incumbent , then select candidates on a probationary basis get them through a demo job senario - hire the candidate that would survive the test.
but how do i measure the level of worklife inbalance existent in the firm?
how do i measure it , interpret it .... within 2-3 months .
From India
but how do i measure the level of worklife inbalance existent in the firm?
how do i measure it , interpret it .... within 2-3 months .
From India
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HR-balance scorecard.zip
Hr balance score card[1].doc