[Corrected Text]
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Arun, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place, employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food.
Twice Arun was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Arun walked out of the job.
Why did this talented employee leave?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules." It came up with this surprising finding:
If you're losing good people, look to their immediate boss. The immediate boss is the reason people stay and thrive in an organization. And he's the reason why people leave. When people leave, they take knowledge, experience, and contacts with them, straight to the competition.
"People leave their bosses, not companies," write the authors Marcus Buckingham and Curt Coffman.
From India, Delhi
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3Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Arun, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place, employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food.
Twice Arun was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Arun walked out of the job.
Why did this talented employee leave?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules." It came up with this surprising finding:
If you're losing good people, look to their immediate boss. The immediate boss is the reason people stay and thrive in an organization. And he's the reason why people leave. When people leave, they take knowledge, experience, and contacts with them, straight to the competition.
"People leave their bosses, not companies," write the authors Marcus Buckingham and Curt Coffman.
From India, Delhi
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although i am not that experienced & qualified but that’s true i have done the same 2 times & now may be for the third time. regards, :?
From India, Delhi
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From India, Delhi
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Dear All,
Very nice to read this information, but challenges are ahead. All the time, all bosses are not wrong. Sometimes, when all HR systems and benefits are online, the staff leave because of outside glamour. Many youngsters are willing to reach the top so soon. In this case, when all facilities are available, Arun still leaves, then where is his honesty and loyalty? Such job jumpers are never going to stick with any organization in the long run until they reach the saturation point. We need to keep training people to counter such moves. Keep revising HR policies by engaging workers within the organization. Take suggestions for improving the work environment, etc.
Keep smiling...
Mahesh K Prasad
From India, Mumbai
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Very nice to read this information, but challenges are ahead. All the time, all bosses are not wrong. Sometimes, when all HR systems and benefits are online, the staff leave because of outside glamour. Many youngsters are willing to reach the top so soon. In this case, when all facilities are available, Arun still leaves, then where is his honesty and loyalty? Such job jumpers are never going to stick with any organization in the long run until they reach the saturation point. We need to keep training people to counter such moves. Keep revising HR policies by engaging workers within the organization. Take suggestions for improving the work environment, etc.
Keep smiling...
Mahesh K Prasad
From India, Mumbai
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i partly agree with you. When an organisation is operating centralised system of operations, immediate bosses have no role to play in providing additional resources, performance appraisal etc., SIL
From India, Madras
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From India, Madras
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Immediate bosses have no role to play in providing additional resources or performance appraisals. They have the major role to play, whether it is centralized or decentralized.
People leave bosses, and bosses are wrong most of the time.
From India, Pune
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People leave bosses, and bosses are wrong most of the time.
From India, Pune
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First of all, thanks for the nice post. Secondly, this topic is really informative to find out the root cause of the resignations that happen. It's truly written that managers drive their team.
Regards,
Shweta
From India, Coimbatore
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Regards,
Shweta
From India, Coimbatore
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