A steady,
well-trained workforce is one of the many keys to a successful business. It’s
always a significant loss,when company’s time and resources are invested in an
employee who then shifts their work place. During studies in
B-Schools, I was taught: Shifting Employees from one company to other. Since
then I was trying to learn the reasons of this premature shifting. Employees
Shift for many reasons. I have short listed Ten most common reasons for
Employees shifting.
During
initial days of first job, an employee put down papers and left the company
that was the wretched situation for me as employee left due to unorganized and
messy work style of manager.
initial days of first job, an employee put down papers and left the company
that was the wretched situation for me as employee left due to unorganized and
messy work style of manager.
 |
| Employees Leaving work Place |
I want to highlight that employee can leave company not
only for career growth; better role; designation; salary but also for the reasons which are not visible
to us. Everyone wants to be recognized and rewarded for a
job well done. It’s part of our nature. Recognition does not have to be
monetary. The most effective recognition is sincere appreciation.
only for career growth; better role; designation; salary but also for the reasons which are not visible
to us. Everyone wants to be recognized and rewarded for a
job well done. It’s part of our nature. Recognition does not have to be
monetary. The most effective recognition is sincere appreciation.
HR plays
crucial and significant role in employee relations and grievance handling and
they must highlight out of sight reasons that leads to
exit of employee.
crucial and significant role in employee relations and grievance handling and
they must highlight out of sight reasons that leads to
exit of employee.
 |
| Reasons for shifting worlplace
The following is a list of what might be considered 10 most common reasons for employee in shifting their work place.
|
1.
Team politics
Team politics
2.
Clash with manager
Clash with manager
3.
Do not provide
flexibility to employee
Do not provide
flexibility to employee
4.
No work-life
balance
No work-life
balance
5.
Not allowing leaves
during important events of life
Not allowing leaves
during important events of life
6.
No scope of
suggestion and mentoring in team
No scope of
suggestion and mentoring in team
7. Feeling undervalued.
8.
Growth
opportunities not available.
Growth
opportunities not available.
9.
Wrong people were promoted or fired
Wrong people were promoted or fired
10.
Employers didn’t care about employees
Employers didn’t care about employees
HR must
be proactive to analyze high/medium/low risk employees that could be on the
edge of leaving company.
be proactive to analyze high/medium/low risk employees that could be on the
edge of leaving company.
 |
| Suggestions and measures initiated by HR |
HR must
be proactive to analyze high/medium/low risk employees that could be on the
edge of leaving company.
be proactive to analyze high/medium/low risk employees that could be on the
edge of leaving company.
Few
suggestions and measures to be initiated from HR:
suggestions and measures to be initiated from HR:
- Keep
documentation of manager feedback write soft and hard skill of employees - Frequent
interaction with employees to know out of sight reason highlighted - Communicate
with managers about company policy - HR are not
meant to sit at their desk with laptop but for employee interaction
“If you just communicate
with employee you can get by, but if you communicate skillfully you can work
miracles”
with employee you can get by, but if you communicate skillfully you can work
miracles”
However,
in order to reduce this shifting, management must first understand the main
reasons employees leave for other positions. Good employees don’t leave good
organizations—they leave poor managers!
in order to reduce this shifting, management must first understand the main
reasons employees leave for other positions. Good employees don’t leave good
organizations—they leave poor managers!
This blog is shared by Guest Blogger Sheeba Siddiqui: An HR Expert.
