tag:blogger.com,1999:blog-3623132.post114716221003159347..comments2010-08-06T19:06:22.896+05:30Gautam Ghoshhttps://profiles.google.com/101036717552579040263noreply@blogger.comBlogger19125tag:blogger.com,1999:blog-3623132.post-87319361460027858082010-08-06T19:06:22.896+05:302010-08-06T19:06:22.896+05:30Wonderful post, Gautam. Truly.Asfaq Tapiahttp://www.asfaq.comnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-2284822146991737762010-01-21T21:32:19.520+05:302010-01-21T21:32:19.520+05:30Atlast someone has taken pains to understand and talk about the ground realities and not blabber about Top management&#39;s derogatory fashionable frame of reference.<br /><br />Thanks Gautam!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-46124154323977484092009-12-08T14:42:43.385+05:302009-12-08T14:42:43.385+05:30I got here from your tweet and surprised to see that you posted this in 2006 :-o. I believe that employees leave managers and not companies. And managers fail to do the basic thing, which is called appreciation. Just shower genuine appreciations for all the hard-work that employee does and see him loyal to the team.<br /><br />blogger<br />http://greenbuck.blogspot.comAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-26715145968504469032009-01-12T19:25:00.000+05:302009-01-12T19:25:00.000+05:30rashmi <BR/><BR/>this is true..though leadership style is ignored.it makes a lot of difference.. it is one of the most important factors to retain peopleAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-25989833385642736852008-09-29T14:51:00.000+05:302008-09-29T14:51:00.000+05:30cheers. This can be used as a ready reckoner anytime.<BR/><BR/>I also follow a blog on Importance of Human Resources:<BR/>http://managehrnetwork.blogspot.com/<BR/><BR/><BR/>Rgds,<BR/>Ankur<BR/>http://managehrnetwork.blogspot.com/Ankurhttp://managehrnetwork.blogspot.com/noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-48130370504886381982008-09-29T03:09:00.000+05:302008-09-29T03:09:00.000+05:30hi gautam<BR/>these are perfect 10 reasons you have given and it helps me very much in my assingnment.............thank u 4 this thank u very much................i like ur views!!!!!!!!!!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-63885131610557559272008-06-02T15:03:00.000+05:302008-06-02T15:03:00.000+05:30Hi Gautam nice article. <BR/><BR/>I would also like to share the below research with all:<BR/><BR/><A HREF="http://www.citehr.com/102931-who-responsible-attrition.html" REL="nofollow"> Who is responsible for attrition</A>Gireeshhttp://www.blogger.com/profile/16082375974168157584noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-85386379711255800482008-05-27T19:02:00.000+05:302008-05-27T19:02:00.000+05:30Hi Goutam,<BR/><BR/>The points you mentioned are legitimate. On the other hand, there is one thing that we miss in the BPO / Call Center industry - the recruitment process. with the huge demand to get more agents, majority of the screening tools and processes of companies that I audited lack aptitude asessment for customer service. Knowledge can be trained but the desire and aptitude to genuinely help a customer is a personality trait that can not be corrected by one week of language/accent reduction classes.<BR/><BR/>this eventually translate to agents that have poor skills in handling irate customers even though they may have good problem solving skills and technical knowledge. this lack of customer service aptitude cause poor performance as well as unecessary stress on the job. <BR/><BR/>companies that implemented changes in their recruitment testing tools have shown a marked improvement in customer satisfaction as well as employee retention. i've also implemented systems where accountability is set even at the recruiter level and have shown that some reruiters have a significantly higher statistical probability of hiring agents that eventually attrit or remain. this is also due to lack of calibration processes in the recruitment/interviewing process. it actually goes on and on, but i'd like to leave one last note: employees leave supervisors, not companies. :)<BR/><BR/>I love your thoughts! <BR/><BR/>Cacho<BR/>BPO ConsultantCachohttp://www.blogger.com/profile/08050245204001548397noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-71148396042086748392007-06-29T02:17:00.000+05:302007-06-29T02:17:00.000+05:30Great blog<BR/>we are linking utqmcintlhttp://www.blogger.com/profile/10230158250240886859noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1169330464458511472007-01-21T03:31:00.000+05:302007-01-21T03:31:00.000+05:30Employees come to work with an implicit trust that their managers are always working for the best interest of the company and its employees. That trust should not and cannot ever be taken for granted. Look what is happening today. It is no longer "What's good for the company is good for the manager." It has become "What's good for the manager is good for the company." Top executives have totally lost sight of this phenomenon and are allowing managers to run amok for their own personal agendas. <BR/>Several years ago I wrote a book on the subject of workplace culture and employee morale. It is as relevant today as it was then. Employee morale is directly linked to the interaction of employees with line managers who are charged with executing the policies and strategies of companies. Unfortunately, many of these managers subvert the good intentions of the organization to meet their own personal goals and agendas at the expense of their peers and subordinates. This management subculture is the result of a corporate culture of ignorance, indifference and excuse. Better corporate level leadership is the key. Read more in "160 Degrees of Deviation: The Case for the Corporate Cynic."<BR/><BR/>Jerome AlexanderJerome Alexandernoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1169275232048441812007-01-20T12:10:00.000+05:302007-01-20T12:10:00.000+05:30hi,<BR/> given the reasons for job attrition .how will you explain for the high disparity between lack of employment and rise in people leaving their jobs.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1169275073661257312007-01-20T12:07:00.000+05:302007-01-20T12:07:00.000+05:30hi<BR/>if these are the 10 reasons for attrition ,then why is it that nothing is done to prevent it.apart from all these reasons dnt u think the burden of work also adds to attrition.in MNC's people have to work day and night and most end up with medical problems.why this problem cant be solved first?.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1148527930062755712006-05-25T09:02:00.000+05:302006-05-25T09:02:00.000+05:30Some good insights here. In addition, organizations have a difficult time retaining people because:<BR/><BR/>1. Their pay is too low - and by choice. Some retail establishments consciously accept high turnover in exchange for keeping labor costs down;<BR/>2. Leadership is inept, and see people as an expendable commodity as opposed to a developable resource. In short, the organization can not walk and chew gum at the same time when it comes to leading people for the highest levels of commitment and contribution; and<BR/>3. The departing employee was not a good fit for the position they occupied - or for the organization. The recruiting parties were asleep at the switch.<BR/><BR/>Robert Edward Cenek, RODP<BR/>Registered Organization Development Professional<BR/>www.cenekreport.com<BR/>Trends and Research in the World of WorkRobert Edward Cenekhttp://www.blogger.com/profile/06939485884514622495noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1148450651799600742006-05-24T11:34:00.000+05:302006-05-24T11:34:00.000+05:30Hi Gautam,<BR/><BR/>Valid points. IMO, If I were to classify employees as silver, gold, and platinum employees (in terms of competence that matters to the organization), these considerations, especially monetary ones, do influence the segment of employees that have been with the organisation for 3-4 years and are silver, gold. Invariably in organizations there are also some Platinum employees who have stuck with the organization for more than 8 years for whom there could be other considerations too. <BR/><BR/>By virtue of a longer association, there is an emotional bond with the organization. If this is not reciprocated (e.g., by recognizing tenure along with competence when rewarding stock options, instead of just competence), these "difficult to replace" people leave overnight. All those years of knowledge and experience vanish. There are other cases where people also stick around due to personal constraints (if you get to know them well). This set of people look for flexibility (and are willing to trade on benefits and points you mentioned above). To recognize this we need organizations (=mgmt & HR) to feel personally for employees (instead of what an impersonal free market recruitment has driven us into). In a knowledge industry, such people are difficult to replace.<BR/><BR/>Finally, employees will stick if they respect the organisation. <BR/><BR/>An organisation's values are clearly reflected in two things: <BR/>1. Actual HR practices (in transactions) as opposed to schemes. <BR/><BR/> I have seen some schemes that actually profit the company at the employees expense!! (e.g., Company car schemes that shows company ownership for depreciation purpose, but emp payes the financer thro' EMIs to get some spurious tax benefits, that are inconsequential, with employee bearing full and complete liability on behalf of the company. All very shady.)<BR/><BR/>2. Treatment of employees during exit <BR/>3. Senior Mgmt Practice of articulated values. <BR/><BR/>It might surprise a lot of senior mgmt that their employees can actually discern that the emperor does not have clothes on, even if they do not say it outright. If an overwhelming percentage of the employees do not care and respect the organisation that they work in, it is only a matter of "when", as far their leaving is concerned.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1148446194615748662006-05-24T10:19:00.000+05:302006-05-24T10:19:00.000+05:30Gautam these are true.<BR/><BR/> For organization like mine formally Indian company but now an MNC due to series of acquisitions. <BR/><BR/><B>The climate filled with politics</B>(grape vine)<BR/>What the new management says is not well communicated with all and leads to too many rumors, few quit on this rumors <BR/><BR/><B>Attitude of Management </B><BR/> technically new management came, the old Indian managers didn’t changed at all. and even they are unmanageable<BR/>Eg; The New management proposes hike of 30% these people reduce and makes it to 10% to show that they are very worthy as they reduced cost. This gives the impression to us “God has granted but the priest stopped" kind<BR/><BR/><BR/><B>Recognition& Reward system</B><BR/>Since its kind of BPO,the people with great rapport with the manager get recognized. And the person who proposes new thing or Idea becomes enemy of manager& his associates<BR/><BR/> <BR/>In spite of this few <B>never quit here </B><BR/>Due to their self satisfaction( I am getting XX amount, with no responcbility, high comfort zone, even if i offered xx+50%,i wont) Due to these people ,people under him never see growth ,so they quit (since one manager is not quitting, 10 associates are quitting)Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1148018762277980692006-05-19T11:36:00.000+05:302006-05-19T11:36:00.000+05:30There's also the financial consideration. What if the employee got a better offer somewhere else and the compensation is greater? It would be tempting especially if the person has a lot of bills to pay and other concerns.Clair Chinghttp://freelance-pro.infonoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1147407678440227262006-05-12T09:51:00.000+05:302006-05-12T09:51:00.000+05:30i was wondering how HR guys quit! ha ha! <BR/>you know... the employees arent motivated enough so i am quitting? :)Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1147341344622669232006-05-11T15:25:00.000+05:302006-05-11T15:25:00.000+05:30Asolutely correct.i can see the same thing arond in my org.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1147196565910218782006-05-09T23:12:00.000+05:302006-05-09T23:12:00.000+05:30Hi Goutam<BR/><BR/>Perfect 10 reasonsManishhttp://www.blogger.com/profile/08500387430886308328noreply@blogger.com