Dear Friends,
Please help me in understanding the policies, practices, and theories to identify employees who are likely to leave the organization.
I will be waiting for your valuable feedback and suggestions.
Regards,
Sanjay
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From India, Hyderabad
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Please help me in understanding the policies, practices, and theories to identify employees who are likely to leave the organization.
I will be waiting for your valuable feedback and suggestions.
Regards,
Sanjay
[IMG]https://www.citehr.com/?emage=63ad79407b3757404b6c3a9005196897[/IMG]
From India, Hyderabad
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You can ask your team leaders to speak with their teams and give you the names of employees in a format of red, green, and yellow. Red - people with reasons that cannot be controlled like marriage, relocation, further studies, etc. Yellow - people with reasons that can be controlled like performance, growth opportunities, etc. Green - people who want to stay with the organization and will not leave.
As per my observation, an employee never leaves a company; he only leaves due to bad supervision. So, the supervisors are the only ones who can tell you the pulse of their team. You can then sit with all the employees with red and yellow flags and work out the best possible solutions for them.
If you want more information about the factors that push employees to leave the organization, please check CIT HR or Google.
Regards,
Minakshi
From India, Mumbai
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10As per my observation, an employee never leaves a company; he only leaves due to bad supervision. So, the supervisors are the only ones who can tell you the pulse of their team. You can then sit with all the employees with red and yellow flags and work out the best possible solutions for them.
If you want more information about the factors that push employees to leave the organization, please check CIT HR or Google.
Regards,
Minakshi
From India, Mumbai
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Yes, the explanation given gives a fair view of employees who would be having intension to quit, who would stay back with the organization and so on. nicely put in. kb
From India, Madras
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From India, Madras
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Yes, for this, you have to design a questionnaire for departments. That should be department-wise different. You will ask about the motivation level for each employee.
For this, you can name the form "Self Performance Assessment." The employee will fill it out and return it to you.
Regards,
Adeel
From Pakistan, Lahore
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For this, you can name the form "Self Performance Assessment." The employee will fill it out and return it to you.
Regards,
Adeel
From Pakistan, Lahore
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Hi Sanjay,
As rightly said by Minakshi, employees leave not because of the organization but they leave because of supervisors. As it has been said, "employees don't change jobs; they change bosses."
In my interpretation, you want to know how to recognize the employees who want to leave. For this:
1. Observe the employee's behavior on an individual as well as on a team level. When an employee appears negative in attitude, it indicates a desire for change (the reason can be anything).
2. Excessive gossiping is another sign of the same.
3. Increase in complaints from a specific employee.
4. Application for a salary hike in the middle of the appraisal period. (For example, appraisals are done in March, and in June, the employee requests a salary revision).
5. Rising conflicts among team members.
6. Increase in absenteeism.
7. Not following the policies regarding working hours, discipline.
I believe this can guide you in your query. The key element in all these points is observation. Being interactive with all employees is crucial to understanding the ongoing issues. This approach will help you identify who is likely to leave.
From India, Mumbai
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As rightly said by Minakshi, employees leave not because of the organization but they leave because of supervisors. As it has been said, "employees don't change jobs; they change bosses."
In my interpretation, you want to know how to recognize the employees who want to leave. For this:
1. Observe the employee's behavior on an individual as well as on a team level. When an employee appears negative in attitude, it indicates a desire for change (the reason can be anything).
2. Excessive gossiping is another sign of the same.
3. Increase in complaints from a specific employee.
4. Application for a salary hike in the middle of the appraisal period. (For example, appraisals are done in March, and in June, the employee requests a salary revision).
5. Rising conflicts among team members.
6. Increase in absenteeism.
7. Not following the policies regarding working hours, discipline.
I believe this can guide you in your query. The key element in all these points is observation. Being interactive with all employees is crucial to understanding the ongoing issues. This approach will help you identify who is likely to leave.
From India, Mumbai
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Hi, You should conduct exit interviews. Through this method you will be able to know the reasons from the employees for leaving the job from your company.
From India
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From India
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Hi Sanjay,
I 100% agree with the views of Meenakshi. However, you can send a questionnaire on employee motivation to gather feedback and assess the morale of the employees. This will also help in understanding the pulse of the employees and the management's attitude, etc.
Thanks & Regards,
Vadlamani SR
From India, Hyderabad
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I 100% agree with the views of Meenakshi. However, you can send a questionnaire on employee motivation to gather feedback and assess the morale of the employees. This will also help in understanding the pulse of the employees and the management's attitude, etc.
Thanks & Regards,
Vadlamani SR
From India, Hyderabad
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Hi Sanjay, Hope this might help you.We call this process as EWS (Early Warning System). Let me know if you have any questions.
From India, Bangalore
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From India, Bangalore
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Behavior or body language of the person at the time of giving an application for leave; when he desires to go for an interview in another organization. After returning from the leave (interview if he is selected), his behavior changes as given in the points by 'shamaharshal' above.
From India, Patna
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From India, Patna
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Hi Sanjay,
There is an easy way of finding employees who want to quit. You can subscribe to job portals like Monster and Naukri to find those who have posted their resumes. In Monster, there is a feature that allows you to choose employees from a particular organization or company.
From India, Madras
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There is an easy way of finding employees who want to quit. You can subscribe to job portals like Monster and Naukri to find those who have posted their resumes. In Monster, there is a feature that allows you to choose employees from a particular organization or company.
From India, Madras
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Dear All,
I understand that people wish to leave an organization not only because of poor supervision but also because they are not given proper responsibility and accountability for the work. Superiors may feel that the subordinate is not experienced enough to handle a given situation, whereas the subordinate may feel the vice versa. Another major reason is when the subordinates' views or ideas are not considered.
To identify employees who are considering leaving the organization:
- When they are not given the appropriate chance to prove their skills.
- When their enthusiasm is decreasing (meaning they are not interested in doing the work or taking on assignments).
- When they start delaying their work.
Thank you.
From India, Mumbai
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I understand that people wish to leave an organization not only because of poor supervision but also because they are not given proper responsibility and accountability for the work. Superiors may feel that the subordinate is not experienced enough to handle a given situation, whereas the subordinate may feel the vice versa. Another major reason is when the subordinates' views or ideas are not considered.
To identify employees who are considering leaving the organization:
- When they are not given the appropriate chance to prove their skills.
- When their enthusiasm is decreasing (meaning they are not interested in doing the work or taking on assignments).
- When they start delaying their work.
Thank you.
From India, Mumbai
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Dear Banu, If you could help me... How EWS is used.. Its used in PMS or how ? if you could give a brief idea how it is used.. Regards Gaurav
From India, Mumbai
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From India, Mumbai
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Hi all,
The views shared by everybody are very valuable, especially Meenakshi's. One more thing that can be done is to keep an eye on various job portals. Employees who are keen on a job change often update their profiles, so if an employee is doing the same, he/she is likely looking for a change.
Regards,
Akshay.
From India, Gurgaon
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The views shared by everybody are very valuable, especially Meenakshi's. One more thing that can be done is to keep an eye on various job portals. Employees who are keen on a job change often update their profiles, so if an employee is doing the same, he/she is likely looking for a change.
Regards,
Akshay.
From India, Gurgaon
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Hi all,
The views shared are exceptionally good. One more thing that can be done is to keep an eye on job portals. Employees who are eager for a change often update their profiles frequently. These employees are usually the ones seeking a job change.
Regards,
Akshay
From India, Gurgaon
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The views shared are exceptionally good. One more thing that can be done is to keep an eye on job portals. Employees who are eager for a change often update their profiles frequently. These employees are usually the ones seeking a job change.
Regards,
Akshay
From India, Gurgaon
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Dear Sanjay,
There are the following things which you have to take into notice:
Formal things:
- Make an employee satisfaction survey every three months.
- Take the performance review on a quarterly basis.
- For those who are not performing well, try to find out the reason.
- Keep an eagle eye on daily attendance, incoming, and outgoing. This is a main striking point. Most of the employees who are going to quit used to start coming late and leaving early.
Now, the informal ways:
- A HR should have an informal channel of information flow.
- Based on formal data, try to find out.
I hope it will be useful to you.
Regards,
Abhinav Sharma
Dear Friends,
Please help me in knowing what are the policies/practices/theories to understand "How to identify the employees who are likely to quit the organization?"
I will be waiting for your valuable feedback and suggestions.
Regards,
Sanjay
From India, Delhi
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There are the following things which you have to take into notice:
Formal things:
- Make an employee satisfaction survey every three months.
- Take the performance review on a quarterly basis.
- For those who are not performing well, try to find out the reason.
- Keep an eagle eye on daily attendance, incoming, and outgoing. This is a main striking point. Most of the employees who are going to quit used to start coming late and leaving early.
Now, the informal ways:
- A HR should have an informal channel of information flow.
- Based on formal data, try to find out.
I hope it will be useful to you.
Regards,
Abhinav Sharma
Dear Friends,
Please help me in knowing what are the policies/practices/theories to understand "How to identify the employees who are likely to quit the organization?"
I will be waiting for your valuable feedback and suggestions.
Regards,
Sanjay
From India, Delhi
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Dear Sanjay Check out the Cassandras the way in which Andy Groove mentions in his book only the Paranoids Survive and you will have all the answers. Regards Sujal
From India, Thana
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From India, Thana
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Dear Vichitra,
Your question is strange; it is an eponymous question - how very unique!
I guess you can start a new thread and waste people's time (though it will take you less time to search the topic on the net).
To prevent this, and considering that "there are many things that they did not teach you in B-school," I am constrained to help you.
Headhunting is a term taken from the ancient martial ritual, wherein the head of an enemy is prized as a trophy and displayed likewise. During hunting, the head of the hunted is carried off by the hunter as a symbol of his hunting prowess.
In managerial parlance, it means actively looking and searching for required profiles (usually senior management) within organizations and getting a suitable/desired person on board.
Headhunters are very skillful seasoned recruitment analysts/consultants who manage to locate/source the 'best-fit' person and then get/lure him to the client company.
Here are a few links:
- https://www.citehr.com/130028-meanin...cruitment.html
- https://www.citehr.com/22968-what-ex...d-hunting.html
- WikiAnswers - Meaning of headhunting in recruiter
Please make a habit of searching the net for new terms you come across. The net is a wonderful resource, which was not available to us when we were students. Your generation is lucky, but please don't be lazy and expect spoon-feeding for such basic terminologies.
From India, Delhi
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Your question is strange; it is an eponymous question - how very unique!
I guess you can start a new thread and waste people's time (though it will take you less time to search the topic on the net).
To prevent this, and considering that "there are many things that they did not teach you in B-school," I am constrained to help you.
Headhunting is a term taken from the ancient martial ritual, wherein the head of an enemy is prized as a trophy and displayed likewise. During hunting, the head of the hunted is carried off by the hunter as a symbol of his hunting prowess.
In managerial parlance, it means actively looking and searching for required profiles (usually senior management) within organizations and getting a suitable/desired person on board.
Headhunters are very skillful seasoned recruitment analysts/consultants who manage to locate/source the 'best-fit' person and then get/lure him to the client company.
Here are a few links:
- https://www.citehr.com/130028-meanin...cruitment.html
- https://www.citehr.com/22968-what-ex...d-hunting.html
- WikiAnswers - Meaning of headhunting in recruiter
Please make a habit of searching the net for new terms you come across. The net is a wonderful resource, which was not available to us when we were students. Your generation is lucky, but please don't be lazy and expect spoon-feeding for such basic terminologies.
From India, Delhi
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Dear Sanjay,
Are you interested in just knowing who the employees are that want to quit? And may I know the reason/rationale/thinking behind this noble endeavor? I think rather than indulging in such negative activities, one should take the exit interviews seriously and try to:
- Remove the glitches that force an employee to leave,
- Institute some good retention strategies,
- Think of/work upon 'employer branding' concepts,
- Be a "best place to work" employer.
Instead of attempting to know who wants to leave, wouldn't it be better to work on 'why at all should the employee think of quitting your company'? I think doing good is a difficult, burdensome task, and hence the easy way out. Right? Try to think, what kind of Human Resource manager does it make you.
Regards.
Dear Friends,
Please help me in knowing what are the policies/practices/theories to know "How to identify the employees who are going to quit the organization?"
I will be waiting for your valuable feedback and suggestions.
Regards,
Sanjay
From India, Delhi
Acknowledge(0)Amend(0)
Are you interested in just knowing who the employees are that want to quit? And may I know the reason/rationale/thinking behind this noble endeavor? I think rather than indulging in such negative activities, one should take the exit interviews seriously and try to:
- Remove the glitches that force an employee to leave,
- Institute some good retention strategies,
- Think of/work upon 'employer branding' concepts,
- Be a "best place to work" employer.
Instead of attempting to know who wants to leave, wouldn't it be better to work on 'why at all should the employee think of quitting your company'? I think doing good is a difficult, burdensome task, and hence the easy way out. Right? Try to think, what kind of Human Resource manager does it make you.
Regards.
Dear Friends,
Please help me in knowing what are the policies/practices/theories to know "How to identify the employees who are going to quit the organization?"
I will be waiting for your valuable feedback and suggestions.
Regards,
Sanjay
From India, Delhi
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1. If you have Naukri or Monster login, then in the keyword field, provide their mobile numbers to access their profiles. If they have posted or updated their profiles recently, it clearly indicates that they are seeking a change.
2. Find time to talk to your employees. If you cannot identify job satisfaction, feelings of devaluation, lack of recognition, stress from overwork and work-life imbalance, or a loss of trust and confidence in senior leaders in their responses, then they may be considering leaving.
3. Excessive leaves and permissions for trivial reasons indicate that they may be exploring other job opportunities.
4. Excessive phone calls.
5. Inadequate increments, lack of job security, conflicts/politics within the team - employees will likely seek a change.
As HR professionals, we should consistently monitor and maintain a good rapport with employees so that we can identify those who truly contribute to the company's growth and progress.
From India, Madras
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2. Find time to talk to your employees. If you cannot identify job satisfaction, feelings of devaluation, lack of recognition, stress from overwork and work-life imbalance, or a loss of trust and confidence in senior leaders in their responses, then they may be considering leaving.
3. Excessive leaves and permissions for trivial reasons indicate that they may be exploring other job opportunities.
4. Excessive phone calls.
5. Inadequate increments, lack of job security, conflicts/politics within the team - employees will likely seek a change.
As HR professionals, we should consistently monitor and maintain a good rapport with employees so that we can identify those who truly contribute to the company's growth and progress.
From India, Madras
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