I got this email quite sometime ago but never really read it but when I do, I could not agree more, how about you?


WHY EMPLOYEES LEAVE ORGANISATIONS ?

- Azim Premji, CEO- Wipro

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,experience 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.

Sometimes its difficult to find the reason employee leave.

Possible reason employee leave:
1) Salary
2) Boss
3) Company benefits/environment
4) Personal reason

Feel free to weight the following thoughts:
1) Would you leave for higher salary when company benefits/environment are excellent and good boss but lousy salary?
Answer: If the current salary is able to survive the current economy situation, then there is no reason to move. And a move will occur if he/she need to feeds his/her children or other material reason.

2) Would you leave for other boss/company when company benefits/environment are excellent and salary are excellent but lousy boss?
Answer: This depends whether the boss is reasonable and fair. If the boss is unreasonable and unfair, then regardless of the benefits and salary, anybody will leave asap.

3) Would you leave for other company when salary are excellent and good boss but lousy company benefits/environment?
Answer: Well, I doubt anybody want to leave.

4) Would you leave for other boss when company benefits are lousy, lousy salary and lousy boss?
Answer: I doubt anybody want to continue staying in that company.

Personal reason are never in control by the HR because each individual have their own priority. However, sometimes HR can do something to assist individual to stay with the company.
Scenario 1 (Example)
Assuming a company provide good company benefits/environment, good salary and under a good boss, and he/she need to resign because office is going to move to a far location from home. The HR can assist by providing good transport allowance to compensate distance issue.
Scenario 2 (Example)
Assuming a company provide good company benefits/environment, good salary and under a good boss, and he/she need to resign because salary is still not good. He/she have to justify the reason for the increment then, otherwise the individual got an issue.

Conclusion, I have to agree that manager play an important role. The question is what defines good manager?

I left my previous company because my head manager sucks. This article speaks the truth

couldn't agree more with the article

most of the reason might be because of the manager. but we still need to take other factors that cause people to leave.

1) Marriage. to be closer to family.
2) structure efficiency.
3) Seeking new challenge.
4) Promotion.

If you working for big company like MNC, you still have the choice to move to other group if you dont like your manager...

Just my 2 colon...

If you working for big company like MNC, you still have the choice to move to other group if you dont like your manager... <-- Are you sure? As moving to other group requires manager approval.

I also know why I move so often

If can i also wanna move on if not for the 5 year bond!
office politic is making me goind mad and out of breath!

if you working for a company. would you stick to the same position for many years? As time goes on people need to climb the ladder.

The manager wont hold a person if he feel he cant contribute to the team n not happy to work with the team. It just a disaster. There is always HR that you can consult if the manager dont want to release you...

You are right on the point that the person can't contribute to the team.
What about the person that can contribute to the team but had been in that position for too long? And the manager can always give a reason to the HR stating he/she is contributing to the team, therefore the HR have no right to agree with you for you to move to another team.

Another thing, we would know whether the root cause is due to manager is to find out the turnover under the manager.

BTW, in the interviewer's eye on your CV with high job movement would conclude that you're job hopping.

This post has been edited by arthurlwf: Nov 4 2007, 08:09 PM

Interesting, its quite true as i have had some experienced about this. And what make it worst the manager can not accept and agree with you about your resignation. It our life, our future, so we should be able to decide where we go not them.

I thing i learned, even when you are on the right side the higher management will always sided by the manager. Nothing to do just suck up and leave in a good term. Sometimes good term is just no enough if there are personal issues involved. haiya what to do. life goes on.

got one more case which is those that are on contract do not get permanent positions in the company which can cause ppl to move on as well & also u may feel that ur colleague was promoted but he did not contribute much could be giving u these thoughts as well ......

Thanks for the article, agreed on few of the points there.

Yep seen this article b4. Basically not many management are willing to put it as "management/superior failure". It reflects badly on themselves as well. Esp in MNC where nobody is boss, all work for wayang, even worse. If you are HR, and your attrition summary report points to dissatisfaction with Head Of Dept, what can you do? the most they can do is rotate a bit so that diff manager take the subordinate and see how.

I totally agree with the article.

You hit the bulls eye.

I see a lot of MNC rotate manager to different teams nowadays, but not rotating the team member.

One interesting case, how would the company view when the staff in a department have a high turnover? Nowadays, MNC try to prolong the termination period like 2 or 3 months termination notice to prevent turnover. I doubt HR is solving the root cause...

I wholly agreed with the above article & the bolded statement. Just think of working with a retard who think it knows everything and you'll get the drift.

Prolong the termination period is not gonna solve anything. Resignation of employees already showing something is wrong with the manager. I dont understand why they are willing to keep dumbo/crap/irritating manager.

If you dont know tech stuff is one thing, if you dont know how to manage your staff that is bad. If that person is not performing in management but really excel in tech stuff, just create a new dumbo consultant position so that he/she does not need to manage people, which he/she suck at.

Actually it is not easy being in the management level. A lot of people just think being the manager is easier life but you have to make a lot of sacrifice. Sometimes you have to cut off your friendship ties with your colleague to stay professional and push everyone to meet objectives. As a manager you depend on you people to meet objectives so you have to use whatever means to get them to meet it ...coax, force, motivate, beg ....
The best managers are people who earn the respect of the people, not the ones that commands the respect from people out of fear. Those managers who rule with iron fist have the highest turnover.

Not just iron fist type, but bias type also the common problem. You have to treat all employee the same treatment. So the employee father is the friend of the owner of company. So what? if he do something wrong as some other colleague dont just simply say "Dont do it again next time ok?". But if it other then the sentence will be ...."What wrong with you?", "As grown up you should act like one" , "Grow up!" and much2 more statement which i can made up easily and this are just the beginning.