Hi,
Recently, in a single week, I came across an unusually high number of people looking out for another job….nothing new…but it triggered a few thoughts:
What could be the possible reason(s) for looking out for another job?
1) Unacceptable behavior of your boss
2) Unacceptable behavior of your colleagues/team
3) ‘Unprofessional' behavior in the organization
4) You are not getting the ‘respect' you deserve
5) No recognition given for your work
6) Bypassed for promotion
7) No challenge in the job – a ‘boring' job!!! – No job satisfaction!!!! (as we are fond of saying!!!)
8) No scope for growth in career
9) Less salary – i.e., given salary does not meet your expectation/does not suit the lifestyle you want to lead
10) Less perks
There can be other reasons as well… Please add to the list….
Points (8) , (9) and (10) maybe a valid reasons to move when we find something better. But, what about the rest of the factors? Are they unique to a particular company? Don't at least one of these factors exist in all organizations? If in one company you are quitting for reason (5) in another company you may face reason (1)….Then what happens? Again quit?
So, is it a right decision to quit for reasons (1) to (7)??? I find myself asking this question a number of times?
Please share your views and experiences on this.
Warm Regards,
Geetha
From India, Coimbatore
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12Recently, in a single week, I came across an unusually high number of people looking out for another job….nothing new…but it triggered a few thoughts:
What could be the possible reason(s) for looking out for another job?
1) Unacceptable behavior of your boss
2) Unacceptable behavior of your colleagues/team
3) ‘Unprofessional' behavior in the organization
4) You are not getting the ‘respect' you deserve
5) No recognition given for your work
6) Bypassed for promotion
7) No challenge in the job – a ‘boring' job!!! – No job satisfaction!!!! (as we are fond of saying!!!)
8) No scope for growth in career
9) Less salary – i.e., given salary does not meet your expectation/does not suit the lifestyle you want to lead
10) Less perks
There can be other reasons as well… Please add to the list….
Points (8) , (9) and (10) maybe a valid reasons to move when we find something better. But, what about the rest of the factors? Are they unique to a particular company? Don't at least one of these factors exist in all organizations? If in one company you are quitting for reason (5) in another company you may face reason (1)….Then what happens? Again quit?
So, is it a right decision to quit for reasons (1) to (7)??? I find myself asking this question a number of times?
Please share your views and experiences on this.
Warm Regards,
Geetha
From India, Coimbatore
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Dear Anitha,
I would say it is just the mindset of an individual. People are very uncomfortable to become comfortable, and there is nothing wrong in that! Yes, people want to live with their dear ones and to lead life financially sound. I would say this is the basic thought urging people's minds, and so are the happenings.
Your views, please.
CHUM
BE YOURSELF AND THAT IS THE WAY TO LOVE ONESELF!!!
From India, Mangaluru
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I would say it is just the mindset of an individual. People are very uncomfortable to become comfortable, and there is nothing wrong in that! Yes, people want to live with their dear ones and to lead life financially sound. I would say this is the basic thought urging people's minds, and so are the happenings.
Your views, please.
CHUM
BE YOURSELF AND THAT IS THE WAY TO LOVE ONESELF!!!
From India, Mangaluru
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Hi,
I accept the truth that for 8), 9), 10), wherever you go, you find the same problem. For "Unacceptable behavior of the boss," you should be patient when you have a good learning environment. For "No challenge in the job," you should show that you are a challenging person; only then can they give you a challenging job. You can do creative work and make a difference instead of doing the same job every day.
From India, Madras
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I accept the truth that for 8), 9), 10), wherever you go, you find the same problem. For "Unacceptable behavior of the boss," you should be patient when you have a good learning environment. For "No challenge in the job," you should show that you are a challenging person; only then can they give you a challenging job. You can do creative work and make a difference instead of doing the same job every day.
From India, Madras
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Thank you for responding Chum and Brother!!!
Most of the reason's listed are related to 4th level of Maslow's hierarchy of needs. Even when 2nd / 3rd need is not completely fulfilled we quickly want that 4th level!!!!
Geetha
From India, Coimbatore
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Most of the reason's listed are related to 4th level of Maslow's hierarchy of needs. Even when 2nd / 3rd need is not completely fulfilled we quickly want that 4th level!!!!
Geetha
From India, Coimbatore
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Hi Geeta,
Nice topic. Thanks for initiating.
Contrary to the popular belief that the No. 1 reason for someone to quit is 'Less Salary,' a survey showed that the No. 1 reason is actually 'Problems with the Boss.'
That's why this phrase came into the picture: "People don't leave organizations. They leave managers."
So, in your list, reasons 1 to 8 make more sense and can all be attributed to the boss in some way or the other.
'Less Salary & Perks' might seem very realistic, but that can never be tackled completely because you can always find some other company paying a higher package.
Organizational culture, boss-subordinate and peer relationships play a more important role in attrition than salary and perks, as those are the ones which form your Comfort Zone. This is exactly why organizations stress more on attitude, interpersonal skills, communication skills, and people skills than on aptitude. And, this is also why organizations spend so much time, effort, and money on team building, employee engagements, get-togethers, etc.
From India, Hyderabad
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Nice topic. Thanks for initiating.
Contrary to the popular belief that the No. 1 reason for someone to quit is 'Less Salary,' a survey showed that the No. 1 reason is actually 'Problems with the Boss.'
That's why this phrase came into the picture: "People don't leave organizations. They leave managers."
So, in your list, reasons 1 to 8 make more sense and can all be attributed to the boss in some way or the other.
'Less Salary & Perks' might seem very realistic, but that can never be tackled completely because you can always find some other company paying a higher package.
Organizational culture, boss-subordinate and peer relationships play a more important role in attrition than salary and perks, as those are the ones which form your Comfort Zone. This is exactly why organizations stress more on attitude, interpersonal skills, communication skills, and people skills than on aptitude. And, this is also why organizations spend so much time, effort, and money on team building, employee engagements, get-togethers, etc.
From India, Hyderabad
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Well said Deepthi!!! ! Finding your ‘comfort zone' – is of prime importance to contentment!!! At times, being pulled out of the ‘comfort zone' leads to growth….but initially it is tough.
Learning to live with others – interdependence and acceptance of others as they are – are two things that are key to job satisfaction and not only job satisfaction but to lead a contended life too!!!
Thank you Deepthi for that crisp and meaningful response!!
Geetha
From India, Coimbatore
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Learning to live with others – interdependence and acceptance of others as they are – are two things that are key to job satisfaction and not only job satisfaction but to lead a contended life too!!!
Thank you Deepthi for that crisp and meaningful response!!
Geetha
From India, Coimbatore
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Hi Geetha,
What you have listed out is the apt way to quit the job, as nothing could be a valid reason than this. When the employer does not allow us to implement our innovative ideas, even though they are valid, it may be one more reason as well.
Jai.
From India, Madras
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What you have listed out is the apt way to quit the job, as nothing could be a valid reason than this. When the employer does not allow us to implement our innovative ideas, even though they are valid, it may be one more reason as well.
Jai.
From India, Madras
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The above reasons cited are quite accurate, but I would like to add some points:
1. Infrastructure
2. Career Growth
3. Not appraising the new joiner of the roles during the induction process.
I find this to be crucial because unless recruiters take the initiative to explain the environment, it can be a small issue. In a competitive job market, individuals might not pay attention to such details unless they are properly informed.
From India, Bangalore
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1. Infrastructure
2. Career Growth
3. Not appraising the new joiner of the roles during the induction process.
I find this to be crucial because unless recruiters take the initiative to explain the environment, it can be a small issue. In a competitive job market, individuals might not pay attention to such details unless they are properly informed.
From India, Bangalore
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Seldom brought out points Taton!!! But very true……reminds of one instance where my friend was not given a proper place to sit or a computer to work on for almost more than 3 months and it was so frustrating when he was actually rearing to go at his job!!!!! Role clarity is another major issue – in CHR about 2 weeks back there was a posting which spoke about a person being recruited as HR Executive and now doing a Sales job!!!!
Valid points Taton!!!! Thank you
Geetha
From India, Coimbatore
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Valid points Taton!!!! Thank you
Geetha
From India, Coimbatore
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-Better Opportunities -Family Pressures (Esp for Indian women) -Irregular Work hours -Traveling Concerns This is my take.... all employee centric I suppose
From India, Surat
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From India, Surat
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Hi Vikram,
Not only family pressure, irregular working hours, and convenience of travel are primarily women-centric factors rather than for men! They do play a major role in deciding to take up or quit a job.
Geetha
From India, Coimbatore
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Not only family pressure, irregular working hours, and convenience of travel are primarily women-centric factors rather than for men! They do play a major role in deciding to take up or quit a job.
Geetha
From India, Coimbatore
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That depends totally on himself. One thing is sure, if someone decides to leave, he is going to leave; that's what my experience says. You can't stop them. Reasons and excuses will always be there. Many of the people who leave will find fault in heaven also.
Aftab
From India, Hyderabad
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Aftab
From India, Hyderabad
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I agree. However, I feel the quantum of discomfort may be a bit more for a female employee. In my honest opinion only.
PS: I was puzzled as to why you are collating the reasons? Any job-specific purpose? Or just academic?
From India, Surat
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PS: I was puzzled as to why you are collating the reasons? Any job-specific purpose? Or just academic?
From India, Surat
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Greetings,
My personal experience, as well as my professional experience, suggests that most people leave jobs over the less tangibles, i.e., relationships with superiors, respect, the chance to contribute or make a real difference, incompatible values, etc.
Money and perks are only major factors when you are currently at the lower end of the pay scale or operating in a traditionally unpaid profession (like teaching or administration) and you have the chance to take on a new role with substantial increases.
Furthermore, people will turn down great packages if the environment is not right... I have.
Regards,
From United Arab Emirates, Dubai
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My personal experience, as well as my professional experience, suggests that most people leave jobs over the less tangibles, i.e., relationships with superiors, respect, the chance to contribute or make a real difference, incompatible values, etc.
Money and perks are only major factors when you are currently at the lower end of the pay scale or operating in a traditionally unpaid profession (like teaching or administration) and you have the chance to take on a new role with substantial increases.
Furthermore, people will turn down great packages if the environment is not right... I have.
Regards,
From United Arab Emirates, Dubai
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Hi Vikram,
This posting is neither for academic purpose nor a specific job purpose. These thoughts have been running through me, and I just wanted to check out others' perceptions/views and, in the process, gain a broader perspective.
Geetha
From India, Coimbatore
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This posting is neither for academic purpose nor a specific job purpose. These thoughts have been running through me, and I just wanted to check out others' perceptions/views and, in the process, gain a broader perspective.
Geetha
From India, Coimbatore
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Dear Geetha,
If you are looking at this problem in such a manner, I slightly agree and disagree as well.
If we look at the current market situation, we'll find huge speculation in the world market. Companies are cutting costs wherever possible, delineating the entitlements as far as it is feasible, etc., just to overcome this hurdle.
Now here is your answer: we all, including you and I, work to achieve our own objectives through which we could make our lives simple and sound, maybe happy. Everything comes with a price, so to gain more, we need more.
There are several other reasons too, as you finely quoted.
Now people are in a panic - maybe losing their jobs, no increment this year, no PLIs, or maybe less than one's expectations. So, these days, more than 45% of the entire workforce is looking for a change.
The crux of the story is until the market gets stabilized and companies start their expansion plans, stick to your positions.
Thanks & Regards,
Sushant
From India, Mumbai
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If you are looking at this problem in such a manner, I slightly agree and disagree as well.
If we look at the current market situation, we'll find huge speculation in the world market. Companies are cutting costs wherever possible, delineating the entitlements as far as it is feasible, etc., just to overcome this hurdle.
Now here is your answer: we all, including you and I, work to achieve our own objectives through which we could make our lives simple and sound, maybe happy. Everything comes with a price, so to gain more, we need more.
There are several other reasons too, as you finely quoted.
Now people are in a panic - maybe losing their jobs, no increment this year, no PLIs, or maybe less than one's expectations. So, these days, more than 45% of the entire workforce is looking for a change.
The crux of the story is until the market gets stabilized and companies start their expansion plans, stick to your positions.
Thanks & Regards,
Sushant
From India, Mumbai
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Dear Geetha,
If you are looking at this problem in such a manner, I slightly agree and disagree as well.
If we look at the current market situation, we'll find huge speculation in the world market. Companies are cutting costs wherever possible, delineating the entitlements as far as it is feasible, etc., just to make it through this phase.
Now, here is your answer: we all, including you and I, work to achieve our own objectives through which we could make our lives simple and sound, maybe happy. Everything comes with a price, so to gain more, we need more.
There are several other reasons too, as you nicely quoted.
Now, people are in a panic - maybe losing their jobs, no increments this year, no PLIs, or maybe less than one's expectations. So, these days, more than 45% of the entire workforce is looking for a change.
The crux of the story is until the market gets stabilized and companies start their expansion plans, stick to your positions.
Thanks & Regards,
Sushant
From India, Mumbai
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If you are looking at this problem in such a manner, I slightly agree and disagree as well.
If we look at the current market situation, we'll find huge speculation in the world market. Companies are cutting costs wherever possible, delineating the entitlements as far as it is feasible, etc., just to make it through this phase.
Now, here is your answer: we all, including you and I, work to achieve our own objectives through which we could make our lives simple and sound, maybe happy. Everything comes with a price, so to gain more, we need more.
There are several other reasons too, as you nicely quoted.
Now, people are in a panic - maybe losing their jobs, no increments this year, no PLIs, or maybe less than one's expectations. So, these days, more than 45% of the entire workforce is looking for a change.
The crux of the story is until the market gets stabilized and companies start their expansion plans, stick to your positions.
Thanks & Regards,
Sushant
From India, Mumbai
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Hi Geetha, Well, Nice topic,
Well,Most of the Indian's go for No.9 & 10 because of traditional Mentality,more salary,perks and savings, forget about life styles, do not bother about life styles, only saving for future,
and Yes I accept No.2,which has 100% affected in all Organisations,because as Indian mentality,you will forget about ur past and even urself when u have a couple of yrs experience and have respected positions.
Well, No.1 is very rare, as my knowledge and specially In IT Companies.
Yes I agree with No 7 & 8.. and second thing is PROMOTIONS AND POSITIONS, within the team, Main reason is growing computions for self position,respect and career growth.
And at present,most of the people changes thier to get more scope and career advancedment, infact yes, we must to should not stick more than 2+ yrs in a organisation,to get the good salary,position and respect.etc. 3+ yrs in a org.is lacks slef confidenc to face interview within urself etc....well lots to share but later..pls
Though I would refer u to go thru the below article as well.by Chairman - Tata Sons.
The grass isn't always greener on the other side!!
Move from one job to another - but only for the right reasons.
It's yet another day at office. As I logged on to the marketing and advertising sites for the latest updates, as usual, I found the headlines dominated by "who's moving from one company to another after a short stint", and I wondered, "why are so many people leaving one job for another? Is it passe now to work with just one company for a sufficiently long period”?
Whenever I ask this question to people who leave a company, the answers I get are "Oh, I am getting a 200% hike in salary"; "Well, I am jumping three levels in my designation"; "Well, they are going to send me abroad in six months".
Then, I look around at all the people who are considered successful today and who have reached the top - be it a media agency, an advertising agency or a company. I find that most of these people are the ones who have stuck to the company, ground their heels and worked their way to the top.
And, as I look around for people who changed their jobs constantly, I find they have stagnated at some level, in obscurity!
In this absolutely ruthless, dynamic and competitive environment, there are still no short cuts to success or to making money. The only thing that continues to pay, as earlier, is Loyalty and Hard work. Yes, it pays! Sometimes - immediately, sometimes - after a lot of time. But, it does pay.
Does this mean that one should stick to an organisation and wait for that golden moment? Of course not. After a long stint, there always comes a time for moving, in most organisations. But, it is important to move for the right reasons - rather than superficial ones, like money, designation or an overseas trip.
Remember, no company recruits for charity.
More often than not, when you are offered an unseemly hike in salary or designation that is disproportionate to what that company offers its current employees, there is always unseen bait attached.
The result?
You will, in the long-term, have reached exactly the same levels or maybe lower levels, than what you would have in your current company.
A lot of people leave an organisation because they are "unhappy". What is this so-called-unhappiness? I have been working for donkey's years, and there has never been a day when I am not unhappy about something in my work - environment, boss, rude colleague, fussy clients, etc.
Unhappiness in a workplace, to a large extent, is transient.
If you look hard enough, there is always something to be unhappy about. But, more importantly, do I come to work to be "happy" in the truest sense? If I think hard, the answer is "No".
Happiness is something you find with family, friends, may be a close circle of colleagues who have become friends.
What you come to work for is to earn, build a reputation, satisfy your ambitions, be appreciated for your work ethics, face challenges and get the job done.
So, the next time you are tempted to move, ask yourself "why are you moving" and "what are you moving into”?
Some questions are
1) Am I ready and capable of handling the new responsibility? If yes, what could be the possible reasons my current company has not offered me the same responsibility
2) Who are the people who currently handle this responsibility in the current and the new company? Am I as good as the best among them?
3) As the new job offer has a different profile, why have I not given the current company the option to offer me this profile
4) Why is the new company offering me the job? Do they want me for my skills, or is there an ulterior motive?
An honest answer to these will eventually decide where you go in your career - either to the top of the pile, in the long-term (at the cost of short-term blips), or to become another average employee who gets lost with time in the wilderness?
Regards
Dilip
Bangalore
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Well,Most of the Indian's go for No.9 & 10 because of traditional Mentality,more salary,perks and savings, forget about life styles, do not bother about life styles, only saving for future,
and Yes I accept No.2,which has 100% affected in all Organisations,because as Indian mentality,you will forget about ur past and even urself when u have a couple of yrs experience and have respected positions.
Well, No.1 is very rare, as my knowledge and specially In IT Companies.
Yes I agree with No 7 & 8.. and second thing is PROMOTIONS AND POSITIONS, within the team, Main reason is growing computions for self position,respect and career growth.
And at present,most of the people changes thier to get more scope and career advancedment, infact yes, we must to should not stick more than 2+ yrs in a organisation,to get the good salary,position and respect.etc. 3+ yrs in a org.is lacks slef confidenc to face interview within urself etc....well lots to share but later..pls
Though I would refer u to go thru the below article as well.by Chairman - Tata Sons.
The grass isn't always greener on the other side!!
Move from one job to another - but only for the right reasons.
It's yet another day at office. As I logged on to the marketing and advertising sites for the latest updates, as usual, I found the headlines dominated by "who's moving from one company to another after a short stint", and I wondered, "why are so many people leaving one job for another? Is it passe now to work with just one company for a sufficiently long period”?
Whenever I ask this question to people who leave a company, the answers I get are "Oh, I am getting a 200% hike in salary"; "Well, I am jumping three levels in my designation"; "Well, they are going to send me abroad in six months".
Then, I look around at all the people who are considered successful today and who have reached the top - be it a media agency, an advertising agency or a company. I find that most of these people are the ones who have stuck to the company, ground their heels and worked their way to the top.
And, as I look around for people who changed their jobs constantly, I find they have stagnated at some level, in obscurity!
In this absolutely ruthless, dynamic and competitive environment, there are still no short cuts to success or to making money. The only thing that continues to pay, as earlier, is Loyalty and Hard work. Yes, it pays! Sometimes - immediately, sometimes - after a lot of time. But, it does pay.
Does this mean that one should stick to an organisation and wait for that golden moment? Of course not. After a long stint, there always comes a time for moving, in most organisations. But, it is important to move for the right reasons - rather than superficial ones, like money, designation or an overseas trip.
Remember, no company recruits for charity.
More often than not, when you are offered an unseemly hike in salary or designation that is disproportionate to what that company offers its current employees, there is always unseen bait attached.
The result?
You will, in the long-term, have reached exactly the same levels or maybe lower levels, than what you would have in your current company.
A lot of people leave an organisation because they are "unhappy". What is this so-called-unhappiness? I have been working for donkey's years, and there has never been a day when I am not unhappy about something in my work - environment, boss, rude colleague, fussy clients, etc.
Unhappiness in a workplace, to a large extent, is transient.
If you look hard enough, there is always something to be unhappy about. But, more importantly, do I come to work to be "happy" in the truest sense? If I think hard, the answer is "No".
Happiness is something you find with family, friends, may be a close circle of colleagues who have become friends.
What you come to work for is to earn, build a reputation, satisfy your ambitions, be appreciated for your work ethics, face challenges and get the job done.
So, the next time you are tempted to move, ask yourself "why are you moving" and "what are you moving into”?
Some questions are
1) Am I ready and capable of handling the new responsibility? If yes, what could be the possible reasons my current company has not offered me the same responsibility
2) Who are the people who currently handle this responsibility in the current and the new company? Am I as good as the best among them?
3) As the new job offer has a different profile, why have I not given the current company the option to offer me this profile
4) Why is the new company offering me the job? Do they want me for my skills, or is there an ulterior motive?
An honest answer to these will eventually decide where you go in your career - either to the top of the pile, in the long-term (at the cost of short-term blips), or to become another average employee who gets lost with time in the wilderness?
Regards
Dilip
Bangalore
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Geetha,
I enjoy the topic under discussion. I would like to share my case.
1) Unacceptable behavior of your boss: sometimes its observed. But i am courageous to defend myself. I ofgen get agruments with him.
2) Unacceptable behavior of your colleagues/team: Not observed.
3) ‘Unprofessional' behavior in the organization: Usually observed. People dont come to office on time. When i was new i used to shout against these unprofessional behaviours. The problem is this is a husband wife company. My boss wife is a lazy fellow. The office is very closer to their home. They treat it as their home.
4) You are not getting the ‘respect' you deserve: I think you can not ask respect from others. people will respect you if you are respectable.
5) No recognition given for your work: A good employee is also recognized.
6) Bypassed for promotion: My organization is so small, after working here for 1 was promoted to Asst. MGR HR & Admin. Idont think my skills will conform to a similar position in large organization.
7) No challenge in the job – a ‘boring' job!!! – No job satisfaction!!!! (as we are fond of saying!!!): Sometimes i feel it boring. I was appointed as HR person. After joining i realise there is nothing to do HR here. I only do recruitment off and on. Sometimes i need to develop policy as a discilinary action. What im dealing here is administration, preparation of some documents, dealing with vendors fro purchasing raw materials , co-ordination etc.
:cool: No scope for growth in career; As im not getting good HR exposure, i often get deprived. I am so conscious about my future career. I cant lie to myself.
9) Less salary – i.e., given salary does not meet your expectation/does not suit the lifestyle you want to lead- as i am only 1.8years old in my career, i am more or less satisfied with what i am getting.
10) Less perks: It being proprietorship co, there are HRA, DA, conveyance. I want my boss to implement these. We have more than 45 employees. But he is not interested, because his leabilities will increase.
Geetha, plz suggest your valuable inputs to my career.
Regards
Dinamani(dino)
From India, Calcutta
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I enjoy the topic under discussion. I would like to share my case.
1) Unacceptable behavior of your boss: sometimes its observed. But i am courageous to defend myself. I ofgen get agruments with him.
2) Unacceptable behavior of your colleagues/team: Not observed.
3) ‘Unprofessional' behavior in the organization: Usually observed. People dont come to office on time. When i was new i used to shout against these unprofessional behaviours. The problem is this is a husband wife company. My boss wife is a lazy fellow. The office is very closer to their home. They treat it as their home.
4) You are not getting the ‘respect' you deserve: I think you can not ask respect from others. people will respect you if you are respectable.
5) No recognition given for your work: A good employee is also recognized.
6) Bypassed for promotion: My organization is so small, after working here for 1 was promoted to Asst. MGR HR & Admin. Idont think my skills will conform to a similar position in large organization.
7) No challenge in the job – a ‘boring' job!!! – No job satisfaction!!!! (as we are fond of saying!!!): Sometimes i feel it boring. I was appointed as HR person. After joining i realise there is nothing to do HR here. I only do recruitment off and on. Sometimes i need to develop policy as a discilinary action. What im dealing here is administration, preparation of some documents, dealing with vendors fro purchasing raw materials , co-ordination etc.
:cool: No scope for growth in career; As im not getting good HR exposure, i often get deprived. I am so conscious about my future career. I cant lie to myself.
9) Less salary – i.e., given salary does not meet your expectation/does not suit the lifestyle you want to lead- as i am only 1.8years old in my career, i am more or less satisfied with what i am getting.
10) Less perks: It being proprietorship co, there are HRA, DA, conveyance. I want my boss to implement these. We have more than 45 employees. But he is not interested, because his leabilities will increase.
Geetha, plz suggest your valuable inputs to my career.
Regards
Dinamani(dino)
From India, Calcutta
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Hi Dilip, Thank You so much for the wonderful contribution!! I ENJOYED reading the article and your reply too. It answers so aptly to the questions raised!!! I appreciate this. Geetha
From India, Coimbatore
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From India, Coimbatore
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Hello Geeta,
Nice to see the list. I would like to say that the number 1 reason listed by your end here is the important reason for attrition. Of course, after the number 1 reason, 9) and 10) are also main concerns.
Regards,
Brijesh
From India, Pune
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Nice to see the list. I would like to say that the number 1 reason listed by your end here is the important reason for attrition. Of course, after the number 1 reason, 9) and 10) are also main concerns.
Regards,
Brijesh
From India, Pune
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Hi Geetha,
I personally feel that point # 5 prompts employees to look for a change in job.
"5) No recognition given for your work "
If there is no recognition given to the work performed, any person will get de-moralized and hence difficult to retain the employee(s).
Regards,
Bhupesh
From India, Madras
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I personally feel that point # 5 prompts employees to look for a change in job.
"5) No recognition given for your work "
If there is no recognition given to the work performed, any person will get de-moralized and hence difficult to retain the employee(s).
Regards,
Bhupesh
From India, Madras
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I would like to add one critical point.
Unstructured Performance Management System and Bias in Promotions: People tend to get frustrated, and this is a real scene I am facing in my day-to-day tasks.
CHUM
---BE YOURSELF AND THAT IS THE WAY TO LOVE ONESELF---
From India, Mangaluru
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Unstructured Performance Management System and Bias in Promotions: People tend to get frustrated, and this is a real scene I am facing in my day-to-day tasks.
CHUM
---BE YOURSELF AND THAT IS THE WAY TO LOVE ONESELF---
From India, Mangaluru
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Hi Geetha,
The above-stated facts really pertain to the given situation. The experience of not being treated well in the organization by colleagues or the boss and the likelihood of choosing one of the options are examples.
Adding to the list, there could be numerous reasons at both macro and micro levels, such as organizational politics, intense competition, the desire to progress quickly, relationships, geographical location, and many more. These circumstances may compel you to leave, change, switch, or act on your self-intentions.
The solution, to some extent, lies in the understanding of interdependence and accepting others as they are concerning job satisfaction and a contented life. This can be achieved by adapting to the given situation to the best of one's ability without compromising performance levels, rather than simply quitting the job.
Thank you.
From India, Delhi
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The above-stated facts really pertain to the given situation. The experience of not being treated well in the organization by colleagues or the boss and the likelihood of choosing one of the options are examples.
Adding to the list, there could be numerous reasons at both macro and micro levels, such as organizational politics, intense competition, the desire to progress quickly, relationships, geographical location, and many more. These circumstances may compel you to leave, change, switch, or act on your self-intentions.
The solution, to some extent, lies in the understanding of interdependence and accepting others as they are concerning job satisfaction and a contented life. This can be achieved by adapting to the given situation to the best of one's ability without compromising performance levels, rather than simply quitting the job.
Thank you.
From India, Delhi
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Hmm, for what some may say are reasons 1-7, these factors are the most commonly encountered reasons for quitting. For those who argue that one should not compromise on performance levels, all these factors contribute to performance. Should someone in the organization not acknowledge the fact that you are doing good work, why are you working there? In short, it means that the work you are doing isn't what they expect you to do; it's not needed, it's unwanted. Would you like to work in a place that doesn't acknowledge your efforts?
Why should anyone work if their efforts are not acknowledged and praised? Recognition and appreciation are basic needs for a person to work and live, so why waste energy in a place that doesn't value you? You can get the same or even better compensation elsewhere.
In today's growing economy, I believe factors 1-7 are more important than 9-10 because money is something anyone can offer for talent. However, many organizations struggle with identifying the worth of individuals and recognizing their contributions.
Please let me know if you need further assistance or have any questions.
From India, Bahadurgarh
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Why should anyone work if their efforts are not acknowledged and praised? Recognition and appreciation are basic needs for a person to work and live, so why waste energy in a place that doesn't value you? You can get the same or even better compensation elsewhere.
In today's growing economy, I believe factors 1-7 are more important than 9-10 because money is something anyone can offer for talent. However, many organizations struggle with identifying the worth of individuals and recognizing their contributions.
Please let me know if you need further assistance or have any questions.
From India, Bahadurgarh
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The market in Dubai, especially construction projects, has made it an employee-driven one. It is very surprising to find an employee who will stay more than 18 months with a company, unless, of course, the company refuses to give him/her an NOC (no objection certificate).
It is also a question of the cost of living. Dubai has become increasingly expensive, and a company that does not base its salary structure on this fact will lose its employees.
PVQ
From United Arab Emirates, Dubai
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It is also a question of the cost of living. Dubai has become increasingly expensive, and a company that does not base its salary structure on this fact will lose its employees.
PVQ
From United Arab Emirates, Dubai
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Dear Geetha
I feel that it the behaviour of the boss that plays a crucial role in switching over to other jobs.
If the behaviour of the boss is good and co-operative all others will follow, that is what I feel
krishnamoorthy
From India, Mumbai
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I feel that it the behaviour of the boss that plays a crucial role in switching over to other jobs.
If the behaviour of the boss is good and co-operative all others will follow, that is what I feel
krishnamoorthy
From India, Mumbai
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A good topic and coincidental at this moment as I am at the receiving end in this matter.
I joined a company last month and am reporting to a team of HR at another location. Contrary to the "unacceptability of the boss," I am actually having trouble with finance, who has no reason to interfere in HR activities but has a strong influence in the management. My efforts go unseen as they are overruled by the finance person, and their harsh treatment of existing staff creates negative vibes in the office.
Though this situation has been reported to management, it is hot only for the moment, and I have become silent to avoid problems which are brought up to show power. My role as an HR executive is eventually turning to counseling, collecting payment, and fieldwork.
I am being patient to find out if there is a chance for change, but I get exhausted by this and seriously have thoughts of hunting for a new job.
The above sounds normal in the long term but can sometimes be a hindrance to the purpose.
Salary has a minimal role in attrition on a wide basis :)
Regards,
Deepthi.J
From India, Madras
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I joined a company last month and am reporting to a team of HR at another location. Contrary to the "unacceptability of the boss," I am actually having trouble with finance, who has no reason to interfere in HR activities but has a strong influence in the management. My efforts go unseen as they are overruled by the finance person, and their harsh treatment of existing staff creates negative vibes in the office.
Though this situation has been reported to management, it is hot only for the moment, and I have become silent to avoid problems which are brought up to show power. My role as an HR executive is eventually turning to counseling, collecting payment, and fieldwork.
I am being patient to find out if there is a chance for change, but I get exhausted by this and seriously have thoughts of hunting for a new job.
The above sounds normal in the long term but can sometimes be a hindrance to the purpose.
Salary has a minimal role in attrition on a wide basis :)
Regards,
Deepthi.J
From India, Madras
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Hi,
What I feel about this question asked is that the "stability of the team is gone." The team members are not certain about what's happening around. People are afraid that if the team members quit and if you are the only person in the team, then the workload will be high, etc.
Please let me know if you need further assistance or clarification.
From India, Bangalore
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What I feel about this question asked is that the "stability of the team is gone." The team members are not certain about what's happening around. People are afraid that if the team members quit and if you are the only person in the team, then the workload will be high, etc.
Please let me know if you need further assistance or clarification.
From India, Bangalore
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I think the main reason to leave a company is the boss. A person spends the maximum of his time in the office, and if someone irritates you the entire day, it is just not acceptable, which affects your work too. This, in combination with a lower salary, is even worse.
From India, Mumbai
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From India, Mumbai
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Dear Geetha
Thanks for posting this important area of understanding which we could only feel and many a times its difficult to explain. I somehow missed this important posting of yours usually I keep a keen eye on issues raised from your side which are always simple to read but gives a real tough time to summarize it in words when you want to provide your inputs on it.
We have two scenarios – As the forum is meant mostly for HR/Training professionals so it is understood by default that there are no non-HR members on the forum. Hence, if your context of the discussion says these job seekers are the HR/Training professionals then commenting on your discussion will have a different angle. As the situation is grim where the people who are suppose to diagnose the health of their work force and give them the right prescription of dosage for motivation and positive attitude and these people are themselves fallen prey and become victim of de-motivation and dejection then what I could conclude is they are in wrong organisation or rather the organisation is not fit for them. There is no proper gelling / Bonding between the owners/promoters and the HR Pros hence it would be always good to relocate and provide your professional services to those organizations who acknowledge it. Creative people will always be in search of more. So Change will always be a Constant
Another scenario – You as a manager notice lots of turnover in your workforce then I would support you with your idea but in a different way.
Different people will have different motivating factors and not necessary these needs (as per Maslow) will arise in a sequential order. But If you happen to understand Maslow's theory same time you have to also consider that as per Maslow to fulfill these needs (Existence / Basic needs, Relational/Social needs & Growth /Achievement) one doesn't have to necessarily look towards one area to fulfill it. And as of now the context is a JOB. The whole world is open for an individual to satisfy his needs coming in range from basic to the higher level in order.
According to me there is no one right way to manage people, all of whom have different needs, backgrounds and expectations, Herzberg's theory offers a reasonable starting point. By creating an environment that promotes job satisfaction, you are developing employees who are motivated, productive and fulfilled. This, in turn, will contribute to higher productivity, quality and satisfaction.
What I could remember by reading the post is exactly what Fredrick Herzberg had asked in late 1950s to a group of employees to find out what made them satisfied and dissatisfied on the job.
1. Think of a time when you felt especially good about your job. Why did you feel that way?
2. Think of a time when you felt especially bad about your job. Why did you feel that way?
And finally reaching to the two dimension so two dimensions to job satisfaction: motivation and "hygiene"
Though Hygiene factors may not influence or motivate an individual directly but it will help create an environment conducive to work with a positive attitude. What all the other members posted and voiced their opinion by and large fall under the below mentioned tasks which need to be worked upon by the HR as a PRIMARY ACTIVITY managing the Human Capital.
· Company and administrative policies
· Supervision
· Salary
· Interpersonal relations
· Working conditions
· Work itself
· Achievement
· Recognition
· Responsibility
· Advancement
Employee satisfaction and retention have always been important issues for HRs. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them.
Satisfied employees tend to be more productive, creative and committed to their employers whereas what we as managers are more concerned about the deadlines to complete the projects giving less importance towards building an atmosphere and environment which will help promote positive attitude and motivation. As always being motivated and positive what we can look forward is to be in the right place with right opportunity to give our best and disseminate best HR practices in its real true sense.
Cheers
Sajid
From United Arab Emirates, Dubai
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Thanks for posting this important area of understanding which we could only feel and many a times its difficult to explain. I somehow missed this important posting of yours usually I keep a keen eye on issues raised from your side which are always simple to read but gives a real tough time to summarize it in words when you want to provide your inputs on it.
We have two scenarios – As the forum is meant mostly for HR/Training professionals so it is understood by default that there are no non-HR members on the forum. Hence, if your context of the discussion says these job seekers are the HR/Training professionals then commenting on your discussion will have a different angle. As the situation is grim where the people who are suppose to diagnose the health of their work force and give them the right prescription of dosage for motivation and positive attitude and these people are themselves fallen prey and become victim of de-motivation and dejection then what I could conclude is they are in wrong organisation or rather the organisation is not fit for them. There is no proper gelling / Bonding between the owners/promoters and the HR Pros hence it would be always good to relocate and provide your professional services to those organizations who acknowledge it. Creative people will always be in search of more. So Change will always be a Constant
Another scenario – You as a manager notice lots of turnover in your workforce then I would support you with your idea but in a different way.
Different people will have different motivating factors and not necessary these needs (as per Maslow) will arise in a sequential order. But If you happen to understand Maslow's theory same time you have to also consider that as per Maslow to fulfill these needs (Existence / Basic needs, Relational/Social needs & Growth /Achievement) one doesn't have to necessarily look towards one area to fulfill it. And as of now the context is a JOB. The whole world is open for an individual to satisfy his needs coming in range from basic to the higher level in order.
According to me there is no one right way to manage people, all of whom have different needs, backgrounds and expectations, Herzberg's theory offers a reasonable starting point. By creating an environment that promotes job satisfaction, you are developing employees who are motivated, productive and fulfilled. This, in turn, will contribute to higher productivity, quality and satisfaction.
What I could remember by reading the post is exactly what Fredrick Herzberg had asked in late 1950s to a group of employees to find out what made them satisfied and dissatisfied on the job.
1. Think of a time when you felt especially good about your job. Why did you feel that way?
2. Think of a time when you felt especially bad about your job. Why did you feel that way?
And finally reaching to the two dimension so two dimensions to job satisfaction: motivation and "hygiene"
Though Hygiene factors may not influence or motivate an individual directly but it will help create an environment conducive to work with a positive attitude. What all the other members posted and voiced their opinion by and large fall under the below mentioned tasks which need to be worked upon by the HR as a PRIMARY ACTIVITY managing the Human Capital.
· Company and administrative policies
· Supervision
· Salary
· Interpersonal relations
· Working conditions
· Work itself
· Achievement
· Recognition
· Responsibility
· Advancement
Employee satisfaction and retention have always been important issues for HRs. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them.
Satisfied employees tend to be more productive, creative and committed to their employers whereas what we as managers are more concerned about the deadlines to complete the projects giving less importance towards building an atmosphere and environment which will help promote positive attitude and motivation. As always being motivated and positive what we can look forward is to be in the right place with right opportunity to give our best and disseminate best HR practices in its real true sense.
Cheers
Sajid
From United Arab Emirates, Dubai
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