Hi all,
I am preparing a list of the reasons as to why people leave organizations. If you all can share your experiences here, it would really help me in compiling my list. Once I get a good number of reasons, I can go ahead and prepare it. I would love to show you the completed compilation.
Look forward to your help. :)
Regards,
Anand
From India, Gurgaon
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I am preparing a list of the reasons as to why people leave organizations. If you all can share your experiences here, it would really help me in compiling my list. Once I get a good number of reasons, I can go ahead and prepare it. I would love to show you the completed compilation.
Look forward to your help. :)
Regards,
Anand
From India, Gurgaon
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Hi Anand,
Good one to discuss. Following are the reasons for attrition in the present-day world according to my experience in our company:
1. People are fond of plum pay, especially in IT companies. Experienced candidates are like hot cakes.
2. Associates nowadays are more fond of brand image, so they are always in search of jobs from one company to another.
3. Peer relationships and superior behavior also play an important role in retaining employees.
4. Infrastructure and other amenities also bother people when considering relocation.
5. Latest technologies and other updates in the current trends also drive individuals to seek change.
6. I have seen people changing companies just for a change, possibly due to monotony.
7. I feel that even the location of stay and the company matter since it is difficult to get used to unknown places.
I will manage the above and will take some time to let you know more. Hope this helps you!
Regards,
Srilatha
From India, Hyderabad
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10Good one to discuss. Following are the reasons for attrition in the present-day world according to my experience in our company:
1. People are fond of plum pay, especially in IT companies. Experienced candidates are like hot cakes.
2. Associates nowadays are more fond of brand image, so they are always in search of jobs from one company to another.
3. Peer relationships and superior behavior also play an important role in retaining employees.
4. Infrastructure and other amenities also bother people when considering relocation.
5. Latest technologies and other updates in the current trends also drive individuals to seek change.
6. I have seen people changing companies just for a change, possibly due to monotony.
7. I feel that even the location of stay and the company matter since it is difficult to get used to unknown places.
I will manage the above and will take some time to let you know more. Hope this helps you!
Regards,
Srilatha
From India, Hyderabad
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Some more reasons:
Their knowledge is not acknowledged and appreciated. They are not involved in the decision-making. Their career is stagnating with no professional growth. The kind of projects the company is handling is not satisfactory. They are assigned other responsibilities that were not mentioned before joining. There are no recreational activities at the office, leading to boredom in the monotonous work atmosphere. Employees receive no proper training before being assigned new tasks. They are unable to voice their opinions without fear due to lack of transparency. There are no adequate policies in place for their long-term welfare.
From India, Hyderabad
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Their knowledge is not acknowledged and appreciated. They are not involved in the decision-making. Their career is stagnating with no professional growth. The kind of projects the company is handling is not satisfactory. They are assigned other responsibilities that were not mentioned before joining. There are no recreational activities at the office, leading to boredom in the monotonous work atmosphere. Employees receive no proper training before being assigned new tasks. They are unable to voice their opinions without fear due to lack of transparency. There are no adequate policies in place for their long-term welfare.
From India, Hyderabad
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Thanx to sari for the good additions . But I would like share one more thing as a production man No discipline at work place
From India, Mumbai
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From India, Mumbai
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Company fooled them into accepting offers, showed them carrots, and gave them a stick. The job profile/work environment is not at all what was verbally discussed at the interview.
The boss is unprofessional, not disciplined, only knows how to get work done. When he says, "We need to do this urgently," it means, "You need to stay late in the office and get this done."
The boss/supervisor fails to motivate subordinates as a leader. Respect cannot be gained by firing or shouting; it has to come naturally.
Colleagues are pulling legs... ouch.
The company has weird policies, not employee-friendly policies.
Location, transportation (already mentioned).
Apart from these, there are many reasons, but the only one I have read about is in this book "The 7 Hidden Reasons Employees Leave," found on citehr at the following post: [link outdated-removed].
It is mentioned that managers tell 80% of people leave for money and 20% leave for reasons other than money. However, the truth is only 20% of people leave for money, and the rest leave for reasons other than money. Maybe the 80-20 ratio has reversed in the case of IT, BPO, but I'm not sure as I haven't read any latest statistics on it.
From India, Pune
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The boss is unprofessional, not disciplined, only knows how to get work done. When he says, "We need to do this urgently," it means, "You need to stay late in the office and get this done."
The boss/supervisor fails to motivate subordinates as a leader. Respect cannot be gained by firing or shouting; it has to come naturally.
Colleagues are pulling legs... ouch.
The company has weird policies, not employee-friendly policies.
Location, transportation (already mentioned).
Apart from these, there are many reasons, but the only one I have read about is in this book "The 7 Hidden Reasons Employees Leave," found on citehr at the following post: [link outdated-removed].
It is mentioned that managers tell 80% of people leave for money and 20% leave for reasons other than money. However, the truth is only 20% of people leave for money, and the rest leave for reasons other than money. Maybe the 80-20 ratio has reversed in the case of IT, BPO, but I'm not sure as I haven't read any latest statistics on it.
From India, Pune
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Hi, the list and the contents of the list or the priorities in the list will change from person to person. It will be interesting to consider the following:
1. The general feeling
2. Boredom
3. The failing of chemistry
4. Expectations
5. Dreams
6. Challenges
7. Intelligence (lack of will make somebody stick and good intelligence will make somebody leave also)
8. Changes in the home front
9. Overall depression
10. Inability to hold on to the purpose
I think this will give a new perspective.
From India, Madras
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1. The general feeling
2. Boredom
3. The failing of chemistry
4. Expectations
5. Dreams
6. Challenges
7. Intelligence (lack of will make somebody stick and good intelligence will make somebody leave also)
8. Changes in the home front
9. Overall depression
10. Inability to hold on to the purpose
I think this will give a new perspective.
From India, Madras
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Hey Annand,
It is good to know that you are probing further in an area which has long been a matter of concern in most organizations.
To me, if I have to categorically mention and hope it is worth further thought-provoking to you, I would put it in a different manner:
Why do people stick to their organizations (a tentative list):
1. Opportunities for faster learning,
2. Better pay packages (if not exorbitant), and
3. Growth prospects (professionally)/career or job growth.
Other than the above, mostly in case of the absence of any one requisite, then the requirements shift towards:
1. A good work environment (understanding will be different for every individual in a different organization)
2. A friendly and team-based work culture,
3. Value-added job enrichment,
4. Right man at the right place concept implementation;
5. Basic utilities upkeep
6. Participative orientation towards organizational development.
7. Human element: Humans as capital and not just resources.
8. Emotional aspects of employees to be duly considered.
9. Motivation and morale building.
10. Leadership traits to be identified, utilized, as well as developed.
11. Mentoring for assuming higher roles and responsibilities;
12. Training for further development and grooming.
13. Organizational policies for development and functioning.
I hope this would help you in your attempts.
Wish you good luck and success forever.
With regards,
S.P Tripathi
Asst. Director (HR)
N.P.C (under Min. of Ind. & Commerce, GoI)
From India, New Delhi
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It is good to know that you are probing further in an area which has long been a matter of concern in most organizations.
To me, if I have to categorically mention and hope it is worth further thought-provoking to you, I would put it in a different manner:
Why do people stick to their organizations (a tentative list):
1. Opportunities for faster learning,
2. Better pay packages (if not exorbitant), and
3. Growth prospects (professionally)/career or job growth.
Other than the above, mostly in case of the absence of any one requisite, then the requirements shift towards:
1. A good work environment (understanding will be different for every individual in a different organization)
2. A friendly and team-based work culture,
3. Value-added job enrichment,
4. Right man at the right place concept implementation;
5. Basic utilities upkeep
6. Participative orientation towards organizational development.
7. Human element: Humans as capital and not just resources.
8. Emotional aspects of employees to be duly considered.
9. Motivation and morale building.
10. Leadership traits to be identified, utilized, as well as developed.
11. Mentoring for assuming higher roles and responsibilities;
12. Training for further development and grooming.
13. Organizational policies for development and functioning.
I hope this would help you in your attempts.
Wish you good luck and success forever.
With regards,
S.P Tripathi
Asst. Director (HR)
N.P.C (under Min. of Ind. & Commerce, GoI)
From India, New Delhi
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Hi,
I feel some of the reasons could be:
1. No definite job role
2. Lack of professionalism
3. Stagnation
4. Absence of motivational drive
5. Job culture
6. Poaching from competitive companies
7. Attractive salary
8. Lack of security plans for the future
9. Brand image
10. Lack of appreciation
Regards,
Karuuna
From India, Mumbai
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I feel some of the reasons could be:
1. No definite job role
2. Lack of professionalism
3. Stagnation
4. Absence of motivational drive
5. Job culture
6. Poaching from competitive companies
7. Attractive salary
8. Lack of security plans for the future
9. Brand image
10. Lack of appreciation
Regards,
Karuuna
From India, Mumbai
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