Every company faces the problem of people leaving the company for better pay or profile.
Early
this year, Mark, 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 Mark 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, Mark 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 manager .... manager is the reason
people stay and thrive in an organization. And he 's the reason why
people leave. When people leave they take knowledge,experienc e and
contacts with them, straight to the competition.
"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR
experts say that of all the abuses, employees find humiliation the most
intolerable. The first time, an employee may not leave,but a thought
has been planted. The second time, that thought gets strengthened. The
third time, he looks for another job.
When people cannot
retort openly in anger, they do so by passive aggression. By digging
their heels in and slowing down. By doing only what they are told to do
and no more. By omitting to give the boss crucial information. Dev
says: "If you work for a jerk, you basically want to get him into
trouble. You don 't have your heart and soul in the job."
Different
managers can stress out employees in different ways - by being too
controlling, too suspicious,too pushy, too critical, but they forget
that workers are not fixed assets, they are free agents. When this goes
on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.