Still we are not out of woods from the recession. But we also hear a lot of stories that retaining the staff is increasingly becoming difficult. The staff attrition is so high that IT companies are left in the lurch and search. Companies also engage in salary hike, incentives to retain the talent. This affects the project, delivery and the commitments. I wonder why people leave organization so often. At least I know some cases where people migrated from one company to another in quick succession. Is it that they are not satisfied with the package? Or with the working conditions? How are they managing to get into a new company every year and also with the salary hike?
when every company is hiring the employee with the substantial package, Why not the previous company itself offer the same and retain the talents. They can save a lot of opportunity cost. When employees keep rolling from one to another with every step increase, what is it he is achieving? Is he on the lookout for another change on the second day? Why for that matter companies encourage and engage such fly by night operators? Is it due to their project pressures? Somehow they need to deliver the product and go for fire fighting. Come what may, take what is available and give what market demands. This kind of fits and starts management is not the management at all. It is a clear case of fire fighting. Such fires will keep on catching.
Where will this cycle end? What is the real problem? How long the employess will go in this roller coaster? What value it adds to him? Does he really gain any rich experience in this constant flux. When everyone hates to entertain any change why this happens.
It is not mere money, it is something deeper than that.
All over the world, globalisation has caused in us a rash sense of searching for rush results. Therefore, we are possessed by a need to see immediate results. This is completely different from the slow movements. Managers are concerned only with the deadline and think they have no time to counsel the team mates. They are not bothered to treat them as individuals. They are so anxious to live for the future that they forget to live the present, which is the only time that truly exists.
I have personally seen as how they ignore their existence even, and think of them only when needed. The teams are thoroughly disappointed and disengaged. We should understand that they are knowledge workers and they don’t work on Hourly Pay. When they work in a company there is more to it and when their doing gets appreciated sometimes their being is not even recognized. They see through it that all corporate awards and hall of fame are all pseudo exercise.
The erstwhile no-rush attitude doesn't mean doing less or having a lower productivity. It means working and doing things with greater quality, productivity, perfection, with attention to detail and less stress as against "do it now" club.
Managers needs to understand that Human capital is often one of the largest and critical resources in any company. It is imperative to invest in supporting people, developing their ability and improving their confidence. This makes the team members feel valued and enables them to gain their trust and genuinely facilitate their progression.
This assumes HR risk management and calls for the following
1) There is a need to take Resource risk. They cannot assume it is granted.
2) They need to have a contingency plan to hold against this risk
3) Or more importantly managing the existing resources by end to end engagement, because there is no guarantee that even substitute will stay.
Undertaking a mentoring program with staff is one way to do this.
More often people feel things aren’t going well and that they need a mentor as they are not able to pinpoint why. In these circumstances Mentor get them to talk about what is happening in their career and life outside of work and will capture everything they say. This allows mentor to literally build a picture of what is going on in their life and from there they can identify and link common themes which helps understanding the issues that needs addressing.
It means re-establishing personal values, self worth, comradeship, free and leisure time. It means taking humans' essential values, the simplicity of living. It stands for a less coercive work environment, more happy, lighter and more productive work place where humans enjoy doing what they know best how to do. They know they are accepted.
It's time to stop and think on how companies need to develop serious quality with no-rush that will increase productivity and the quality of products and services, without losing the skill and Talent. This is only possible with the Mentorship.
Saba.Ram
