Hi All,
I would like to discuss regarding managerial abilities as one of the factors for high attrition.
I have observed that profiles receivied in the recruitment process for managerial levels have some similarities. I have observed that candidates work for a reasonable time period in junior periods i.e. 4.5 years in Chemist / Officer levels in each employment. But when they opt for change with a rise in position i.e. Executive their span decreases to 2.7 years. And when by virtue of their experience (number of years) they demand Asst. Manager and above position as department incharge. Now here the average tenure gets less than 2 years (1.8 or so).
The above observations I have made in Manufacturing sector. During interactions with line managers I found that lack of managerial capabilities like priority setting, work distribution for shifts and inability to follow up the pending work make things difficult for them and since the positiin (dept. head) carries with it a lot of responsibilities, they feel pressure and look for change. And since the employment market is having too many vacancies, they get absorbed somehow.
Further they find it easy to opt for a change rather than upgrading themselves in managerial abilities.
The above is based on my observations and interpretations. Do you feel the same or would like to share something else?
How can we contribute to improve the situation?
Has someone done something on such aspects? Can he / she share experiences?
Regards,
- Hiten
I would like to discuss regarding managerial abilities as one of the factors for high attrition.
I have observed that profiles receivied in the recruitment process for managerial levels have some similarities. I have observed that candidates work for a reasonable time period in junior periods i.e. 4.5 years in Chemist / Officer levels in each employment. But when they opt for change with a rise in position i.e. Executive their span decreases to 2.7 years. And when by virtue of their experience (number of years) they demand Asst. Manager and above position as department incharge. Now here the average tenure gets less than 2 years (1.8 or so).
The above observations I have made in Manufacturing sector. During interactions with line managers I found that lack of managerial capabilities like priority setting, work distribution for shifts and inability to follow up the pending work make things difficult for them and since the positiin (dept. head) carries with it a lot of responsibilities, they feel pressure and look for change. And since the employment market is having too many vacancies, they get absorbed somehow.
Further they find it easy to opt for a change rather than upgrading themselves in managerial abilities.
The above is based on my observations and interpretations. Do you feel the same or would like to share something else?
How can we contribute to improve the situation?
Has someone done something on such aspects? Can he / she share experiences?
Regards,
- Hiten