Hello friends,
I am working as a Senior Executive - HR with an engineering firm in Kolkata. We have developed an Exit Policy (attached herewith) for our company. Kindly go through it and please provide me with feedback.
With Regards,
Amit :-P
From India, New Delhi
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2I am working as a Senior Executive - HR with an engineering firm in Kolkata. We have developed an Exit Policy (attached herewith) for our company. Kindly go through it and please provide me with feedback.
With Regards,
Amit :-P
From India, New Delhi
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Dear Friend,
It's good to see that you have taken the responsibility to start this useful thread. It's good, but it appears to be mere formalities. Is it so?
If a key person is leaving for a better salary, which your company cannot afford, then what is your strategy to retain them?
In my point of view, companies have started conducting interviews at the time of exit to understand the reasons for leaving and to prepare a retention policy.
Apart from exit interviews, if we start informal interviews of employees with their HOD and HR, and help the employee understand their growth opportunities within the industry, showing a career growth alongside financial incentives, then the need for exit interviews will be minimized.
Every new joiner wants to work for at least one year. If an employee is leaving before completing a year of service, the reasons may include:
- Location
- Bad Boss
- Work Environment
- Profile not matching the offered one
- Lack of recognition
- Delayed salary payments
- Family problems such as relocation or parental transfers
- Inflexible work timings
- Lack of work-life balance
- Pursuing higher education
Regards,
Anirban
From India, Mumbai
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It's good to see that you have taken the responsibility to start this useful thread. It's good, but it appears to be mere formalities. Is it so?
If a key person is leaving for a better salary, which your company cannot afford, then what is your strategy to retain them?
In my point of view, companies have started conducting interviews at the time of exit to understand the reasons for leaving and to prepare a retention policy.
Apart from exit interviews, if we start informal interviews of employees with their HOD and HR, and help the employee understand their growth opportunities within the industry, showing a career growth alongside financial incentives, then the need for exit interviews will be minimized.
Every new joiner wants to work for at least one year. If an employee is leaving before completing a year of service, the reasons may include:
- Location
- Bad Boss
- Work Environment
- Profile not matching the offered one
- Lack of recognition
- Delayed salary payments
- Family problems such as relocation or parental transfers
- Inflexible work timings
- Lack of work-life balance
- Pursuing higher education
Regards,
Anirban
From India, Mumbai
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Dear Anirban,
Thanks for the revert... :)
I truly appreciate your viewpoints. In my opinion, employees won't leave the company for the salary hike only. There are other factors which, as you know, compel them to leave, like Management behavior (Management Culture), On-time salary, etc.
With Regards,
Amit Kumar
From India, New Delhi
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Thanks for the revert... :)
I truly appreciate your viewpoints. In my opinion, employees won't leave the company for the salary hike only. There are other factors which, as you know, compel them to leave, like Management behavior (Management Culture), On-time salary, etc.
With Regards,
Amit Kumar
From India, New Delhi
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