WHY EMPLOYEES LEAVE ORGANISATIONS ?

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 ?

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?

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."

Talented men leave. Dead wood doesn"t.