Hello Dips,
I agree with you, each company has different compensation plans, it is one of the main HR strategies in any company. But lets just use back your own scenerio. After spending 6 months to 1 year why do you want to change the company in the first place? See, you have to start searching outside first, before you even need to reach the decision to change jobs. There must first be a source motivation that drives you to look outside for another job. But if the going is good, good salary, good environment, good working relationship with colleagues, would you still want to look outside for another job? We all know 6 months to 1 year is nothing, it might as well be a probationary period. 2 years onwards, ahh now you'll begin to see the organisation for what it is. By the time you blink an eye, its 3-4 years, and by this time you may be comfortable with your surroundings and your work. In fact, your work and life will already have a balance. Your life routine will have built around the requirements of your job. You know when you can take leave, you know when the peak periods of work are, you know the pitfalls of your work and the type of people you are working for. Everything is comfortable and your lifes routine is set. Even if you are offered a higher salary, you will still question the risk of breaking the routine, unless of course the package offer 2, 3 times larger than what you are able to make in your current capacity. But then again, you will question whether it is worth the risk? Certainty against Uncertainty? The trouble of starting all over again, when you are a senior staff in your current company? Exchange knowledge of your bosses whims and fancy for uncertainty? It will have to be a very very big difference in the offer package to influence you to join your competitor wouldn't it?
Now back again to my example, take all the above, just add one more factor, the company does not recognise and reward your efforts. Now honestly, would you still take the time to consider all the question that I posted above? I doubt so, I wouldnt. And this is the difference. As long as the person questions the risk, the company still have the chance to retain the person. In fact, the person may even consult his or her manager, if the working relationship is that good and mutual trust exist. But if not? the only time the manager know about it is the time he/she reads the resignation letter, left at the desk, at the end of the day.
In my second job, the pay was good, work was stressful and hard, relationship with my colleagues and bosses were great, and the only reason I change my job was because I was adamant to return to the field of HR but the job career path was heading towards logistic. In fact, I discussed and talked with my manager on this, and even look for advice on what kind of HR job I should look for. It was very difficult leaving but I left on grounds where the company could not help me in, as at that time there were no HR department. It was just a small sales office although it was a MNC. If there was, I believe I will still be working for them today, hahaha provided they dont fire me first. Until now, I make it a point to keep in touch with this manager. As for the other manager I told you about, I wouldnt waste a millisecond thinking about him.
What I am trying to share is that 2 type of resignation, one that within our control but we lose it, and the other beyond our control. Resignation due to dissatisfaction, frustration, anger are the wasteful type. Especially if it involves performers. It is an indicator that the company has problem that is unattended to. It is a waste because such resignation is well within our control but we just dont care and blame it on the first thing that came along. If it is beyond our control, like career path, death of a family, marriage, lets shake their hands, wish them the best and stay in contact.
what your opinion?
love and peace dips.