i dont know how many of you have read this article if it is already posted than am sorry guys. hope it is worth reading plz post your replies.
From India, Mumbai
Acknowledge(0)
Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi! What's said in there is 100% true. My case is itself an example. I left my earlier company after 6 years for similar reasons. Since I had access to the management team, I got the opportunity to put in a word before I quit. Not everybody is able to do it. Hope people up at management end realize such crises/situations a little more quickly.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi!
I think this could be one of the main reasons why employees leave... not the only reason.
However, most of the people I know change their job because of misunderstandings, different views, lack of freedom for creativity, and so on with/from their managers... including me.
I, however, learned that after changing more than 12 jobs within 12 years, that sometimes it's not just the manager restricting or being too demanding or whatever it is that's driving employees away... I learned that it is also how we communicate with our manager, how we allow/force (inadvertently) our managers to perceive us, how we allow/force them to control us because of our working attitudes and behavior.
Well, I do understand that there are certain managers who are jerks and idiots, but sometimes I also think that I could also be a jerk or an idiot to my managers.
I am still learning to cope with that (I have to, after all, this is my 13th job). I must say (if you'll allow me to brag a little) that I am doing quite well with my current managers, who are also difficult to work with sometimes. I am slowly learning the trick of the trade, and I must stress that it really begins in P-C-C: how I allow others to perceive me and communication.
All the best and hope to hear other comments from you all.
Acknowledge(0)Amend(0)
1I think this could be one of the main reasons why employees leave... not the only reason.
However, most of the people I know change their job because of misunderstandings, different views, lack of freedom for creativity, and so on with/from their managers... including me.
I, however, learned that after changing more than 12 jobs within 12 years, that sometimes it's not just the manager restricting or being too demanding or whatever it is that's driving employees away... I learned that it is also how we communicate with our manager, how we allow/force (inadvertently) our managers to perceive us, how we allow/force them to control us because of our working attitudes and behavior.
Well, I do understand that there are certain managers who are jerks and idiots, but sometimes I also think that I could also be a jerk or an idiot to my managers.
I am still learning to cope with that (I have to, after all, this is my 13th job). I must say (if you'll allow me to brag a little) that I am doing quite well with my current managers, who are also difficult to work with sometimes. I am slowly learning the trick of the trade, and I must stress that it really begins in P-C-C: how I allow others to perceive me and communication.
All the best and hope to hear other comments from you all.
Acknowledge(0)Amend(0)
I think that employees who leave prematurely or at a point where it is not beneficial for the organization or them to change do it because of their managers.
But time, growth, compensation, and org philosophies also matter. The employee who leaves in a very short time or when he has got a new manager is most probably leaving because of their manager.
But you could have a good manager and be doing the same work and you are bored - organization does not have scope for expansion or you are not getting paid adequately could also matter at some point but those separations are very amicable.
I left my earlier organization in 3.5 months for a variety of reasons, but top among them - my manager (As an employee I confess to being far more traumatized than I expected because I left even without a job - just couldn't stand my manager). The culture was conducive to my manager's style or my manager's style suited the culture - whichever way.
We were under extreme pressure every moment of the 3.5 months, my organization BELIEVED that we were supposed to work every single day for 14 - 15 hours or more. Styles of working were dictated to the T. Awful resource planning and add to that the fact that I did not enjoy my profile.
My manager was as much an object of this anarchy as me - she enjoyed this I did not so how can I only hold my manager responsible though apparently it seems so - it's the system that did not work for me, which included the managers - where do you draw the line of the manager and culture?
Say you do not like working late but your manager does (No HR today openly advocates that employees should work late) But now look around you does everyone work late? Is it just the manager?
Also what about us - which is a major part of the equation - Did we communicate certain expectations earlier? Are we expecting the moon in terms of salary rises / appraisal from our managers, How many of us convey our limitations to our managers?
Have we given time for change? If a person consistently finds himself not getting along with any of their bosses - introspection might be a good idea, probably we do not like 'boss' - maybe you are a closet entrepreneur meant to lead not follow, probably you demand too much from life? and hence your managers?
Just my 2 pennies worth in the discussion.
But I also think that the true future of HR is going to be to deal with people as individuals and not a homogeneous group, which includes understanding the influence a single manager on a single employee and how to minimize the damages caused by them.
Employees leaving because of their managers is probably 1 of the top 3 reasons for attrition.
Acknowledge(0)Amend(0)
But time, growth, compensation, and org philosophies also matter. The employee who leaves in a very short time or when he has got a new manager is most probably leaving because of their manager.
But you could have a good manager and be doing the same work and you are bored - organization does not have scope for expansion or you are not getting paid adequately could also matter at some point but those separations are very amicable.
I left my earlier organization in 3.5 months for a variety of reasons, but top among them - my manager (As an employee I confess to being far more traumatized than I expected because I left even without a job - just couldn't stand my manager). The culture was conducive to my manager's style or my manager's style suited the culture - whichever way.
We were under extreme pressure every moment of the 3.5 months, my organization BELIEVED that we were supposed to work every single day for 14 - 15 hours or more. Styles of working were dictated to the T. Awful resource planning and add to that the fact that I did not enjoy my profile.
My manager was as much an object of this anarchy as me - she enjoyed this I did not so how can I only hold my manager responsible though apparently it seems so - it's the system that did not work for me, which included the managers - where do you draw the line of the manager and culture?
Say you do not like working late but your manager does (No HR today openly advocates that employees should work late) But now look around you does everyone work late? Is it just the manager?
Also what about us - which is a major part of the equation - Did we communicate certain expectations earlier? Are we expecting the moon in terms of salary rises / appraisal from our managers, How many of us convey our limitations to our managers?
Have we given time for change? If a person consistently finds himself not getting along with any of their bosses - introspection might be a good idea, probably we do not like 'boss' - maybe you are a closet entrepreneur meant to lead not follow, probably you demand too much from life? and hence your managers?
Just my 2 pennies worth in the discussion.
But I also think that the true future of HR is going to be to deal with people as individuals and not a homogeneous group, which includes understanding the influence a single manager on a single employee and how to minimize the damages caused by them.
Employees leaving because of their managers is probably 1 of the top 3 reasons for attrition.
Acknowledge(0)Amend(0)
While it may not be the only reason, I am sure a Pareto will give you managers as the cause.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
While revisiting my last post, I just realized that it could well be perceived in a wrong way (which is ironic as you will see).
While it is true that employees leave managers and not organizations, here are some questions I would request you to ask your managers. The answers will be startling.
{Not just managers, the answers within this group could be eye-openers as well.}
1. When an employee is not coming in for the day (let's say due to an illness), is it acceptable that he just sends an SMS?
2. What is the latest acceptable time by when the above-mentioned employee should communicate to the supervisor his absence for the day, assuming that the office time starts at 9:15 am. (Is 9:30 am fine, or maybe latest 10 am?)
Just these 2 simple questions will give great insight into differences of perception between the manager and the employee. And the greater the difference in the levels of professional experience, the greater will be the difference in expectations.
Given that these basic questions can raise (assuming that the answers will prove it...) tempers or set negative perceptions bit by bit in the minds of the managers for their reportees, is it surprising that the employees with much lesser levels of experiences form opinions about the expectations that the managers have of them, which in turn becomes a cause for departure.
From India, Mumbai
Acknowledge(0)Amend(0)
While it is true that employees leave managers and not organizations, here are some questions I would request you to ask your managers. The answers will be startling.
{Not just managers, the answers within this group could be eye-openers as well.}
1. When an employee is not coming in for the day (let's say due to an illness), is it acceptable that he just sends an SMS?
2. What is the latest acceptable time by when the above-mentioned employee should communicate to the supervisor his absence for the day, assuming that the office time starts at 9:15 am. (Is 9:30 am fine, or maybe latest 10 am?)
Just these 2 simple questions will give great insight into differences of perception between the manager and the employee. And the greater the difference in the levels of professional experience, the greater will be the difference in expectations.
Given that these basic questions can raise (assuming that the answers will prove it...) tempers or set negative perceptions bit by bit in the minds of the managers for their reportees, is it surprising that the employees with much lesser levels of experiences form opinions about the expectations that the managers have of them, which in turn becomes a cause for departure.
From India, Mumbai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Challenges of communication skills.ppt
Employee Engagement – Scaling Down Attrition.pdf