Someone sent me a write-up by Azim Premji with the subject heading. The same has been attached. To me, it makes a lot of sense. I understand the job of retaining staff through the Line Managers, duly assisted by the HR Staff. Are there any comments on the same? The comments and contributions shall be welcome.
Regards all,
Pradeep Bajaj
From India, Delhi
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Regards all,
Pradeep Bajaj
From India, Delhi
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Hi Pradeep,
Thank you for sharing the article. I am a believer in Azim Premji's words and personally have quit an organization virtually for the very same reason.
Thanks and keep posting such interesting and intriguing articles.
Regards,
Kamaljit
From India, Pune
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18Thank you for sharing the article. I am a believer in Azim Premji's words and personally have quit an organization virtually for the very same reason.
Thanks and keep posting such interesting and intriguing articles.
Regards,
Kamaljit
From India, Pune
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Dear Kamal Jit,
We need to look at things in a considerably balanced and mature manner, particularly in HR. Interpersonal relations and group dynamics are such splendid things that at times we fail to comprehend what happened where. The analysis of the managers on how they influence their juniors to the extent that the individual concerned would have to distance themselves may also be in order. We need to monitor our managers, who by their very behavioral patterns, could make retention challenging in our organization.
Incidentally, it would be beneficial that in the process, we learn and implement that learning in our lives. All this would require a lot of brainstorming.
Thanks for reading.
Regards,
Pradeep Bajaj
From India, Delhi
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We need to look at things in a considerably balanced and mature manner, particularly in HR. Interpersonal relations and group dynamics are such splendid things that at times we fail to comprehend what happened where. The analysis of the managers on how they influence their juniors to the extent that the individual concerned would have to distance themselves may also be in order. We need to monitor our managers, who by their very behavioral patterns, could make retention challenging in our organization.
Incidentally, it would be beneficial that in the process, we learn and implement that learning in our lives. All this would require a lot of brainstorming.
Thanks for reading.
Regards,
Pradeep Bajaj
From India, Delhi
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Hello sir,
Managers are manifested as people of mature outlook and controlled behavior who aim for the progressive development of manpower, hence taking the company to the summit. However, in today's scenario of competition and a mechanized world, this definition has evolved, and managers are now considered as weapons for controlling the behavior of workers. They view workers' work with suspicion and a grumbling look, thus developing negative stereotyping. Therefore, managers face willful insubordination, which can lead the company's success map downwards.
Henceforth, the role of a human resource professional is to maintain a legacy of building capable leadership, being obsessive about consistent performance, and being aggressive in creating talent.
Regards,
Shoyu Kapoor
From India
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Managers are manifested as people of mature outlook and controlled behavior who aim for the progressive development of manpower, hence taking the company to the summit. However, in today's scenario of competition and a mechanized world, this definition has evolved, and managers are now considered as weapons for controlling the behavior of workers. They view workers' work with suspicion and a grumbling look, thus developing negative stereotyping. Therefore, managers face willful insubordination, which can lead the company's success map downwards.
Henceforth, the role of a human resource professional is to maintain a legacy of building capable leadership, being obsessive about consistent performance, and being aggressive in creating talent.
Regards,
Shoyu Kapoor
From India
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Change is the only constant.
Today, we wear a particular brand dress, use a specific brand vehicle or product, and love only that product. Tomorrow, a new company emerges, and we shift our preference to that company. Similarly, employees are often inclined to change jobs.
A company retains its employees through various HR practices, its clients through commitment and transparency, and its customers through advertisement and product promotion.
As HR professionals, our primary concern lies in employee retention. Premji has highlighted a major cause of attrition - people leaving due to managers. In reality, even with problematic managers, individuals tend to leave without disclosing the root cause to management. This communication gap persists as employees fear repercussions such as receiving a negative reference in the future.
Although Premji's observation about people leaving managers and not companies is a universal truth, known to many, the challenge lies in finding solutions. While everyone is aware of the problem, the elusive solution remains a mystery for now.
I do not intend to convey negativity towards the article or Mr. Premji; this insight is common knowledge. Despite understanding the cause, the search for a viable solution continues, although currently seems unattainable.
Thank you.
From India, Pune
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Today, we wear a particular brand dress, use a specific brand vehicle or product, and love only that product. Tomorrow, a new company emerges, and we shift our preference to that company. Similarly, employees are often inclined to change jobs.
A company retains its employees through various HR practices, its clients through commitment and transparency, and its customers through advertisement and product promotion.
As HR professionals, our primary concern lies in employee retention. Premji has highlighted a major cause of attrition - people leaving due to managers. In reality, even with problematic managers, individuals tend to leave without disclosing the root cause to management. This communication gap persists as employees fear repercussions such as receiving a negative reference in the future.
Although Premji's observation about people leaving managers and not companies is a universal truth, known to many, the challenge lies in finding solutions. While everyone is aware of the problem, the elusive solution remains a mystery for now.
I do not intend to convey negativity towards the article or Mr. Premji; this insight is common knowledge. Despite understanding the cause, the search for a viable solution continues, although currently seems unattainable.
Thank you.
From India, Pune
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In reality, you can't do what you wish; what you think is ethical. You only have to do what others tell you to do. If everyone knew what is right and ethical and would be able to do it, the world would have been a far better place to live.
From India, Pune
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From India, Pune
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Azim Premji's view is focused on just one factor: why people leave. This is largely a relevant point that most agree on and have discussed extensively.
In addition, we are also exploring other reasons why people leave an organization. These reasons include:
- Job Satisfaction
- Self-actualization
- Remuneration
- Environment, including the human environment
- Desire to move on
- Human relationships
- Comfort levels, and so on.
Nevertheless, my aim is to share what Azim Premji wrote. Is Azim being objective about the Managers, or is he simply shifting the blame for the retention problems he has faced in his organization? If that is the case, he needs to identify and address the issues with the Managers in his organization.
I am of the considered opinion that Azim was referring to specific Managers and not making a general statement. Managers come from among us, and the entire category cannot be the sole reason for "Why People leave an org." Conversely, the presence of a substantial number of Managers with positive behavioral patterns could be a reason why people tend to remain in an organization.
If we turn our attention to the Managers, they are the ones who manage, plan, direct, organize, coordinate, control, set goals, aim to achieve them, and so on.
While the change of subject was not intended, brainstorming could be beneficial.
Pradeep Bajaj
From India, Delhi
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In addition, we are also exploring other reasons why people leave an organization. These reasons include:
- Job Satisfaction
- Self-actualization
- Remuneration
- Environment, including the human environment
- Desire to move on
- Human relationships
- Comfort levels, and so on.
Nevertheless, my aim is to share what Azim Premji wrote. Is Azim being objective about the Managers, or is he simply shifting the blame for the retention problems he has faced in his organization? If that is the case, he needs to identify and address the issues with the Managers in his organization.
I am of the considered opinion that Azim was referring to specific Managers and not making a general statement. Managers come from among us, and the entire category cannot be the sole reason for "Why People leave an org." Conversely, the presence of a substantial number of Managers with positive behavioral patterns could be a reason why people tend to remain in an organization.
If we turn our attention to the Managers, they are the ones who manage, plan, direct, organize, coordinate, control, set goals, aim to achieve them, and so on.
While the change of subject was not intended, brainstorming could be beneficial.
Pradeep Bajaj
From India, Delhi
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Effective employee retention strategies-BPO. doc
Attrition Control and Retention Strategies for Changing times.ppt