Why does an employee QUIT?

Not Paid Well
1. Org has not done appropriate benchmarking
  1. Ensure accurate benchmarking with consultants
  2. A good way of spending budgets -Prosocial incentives to be encouraged
2. Org failed to rationalize compensation during mid year
  1. Have thorough hold on the employee data in order to be a pro active HR
3. Low rating hence low increment
  1. Ensure appropriate communication/feedback regularly to avoid surprises during year end discussion
Not Involved
1. Less interaction with Leadership, hence, unable to see their vision
  1. Leadership sessions, coffee connect
2. Lack of HR connect
  1. Regular HR Connect sessions
  2. Engagement calendar to be rolled out and encourage volunteers to drive
  3. CFT Interlocks
3. Inadequate communication with RM
Not Appreciated
1. RM does not appreciate timely
  1. Encourage 'It's the thought that counts' culture, coach the RM's to appreciate timely for the right deed done by the subordinate
2. RM does not appreciate at all
  1. Encourage & conduct regular interventions of appreciation, 1. KUDOS, 2. Customer@ Heart awards, 3. Spot recognition, 4. ECF, 5. Industry Leader Talk
3. RM appreciates for the correct & incorrect
  1. Inculcate coaching skills in RM, The Art of giving Feedback
Not Promoted
1. stagnation > 4 years in the same role
  1. Have a thorough hold on the employee data - employee stagnation in the same role, publish & discuss with business the career path/movement plan for such employees along with backfills and cross training
2. Org does not give clarity on Career Path
  1. Ensuring Career Paths are created and adhered to
3. Lack of skillset, no support to improve skills
  1. With DAP getting in place, there will be appropriate trainings against each identified competency gap. Ensuring those training are 1. Getting conducted, 2. Training attendance mapping,3. Ensuring Pre and post training assessment
Not Empowered/Mentored
1. Deprived of decision making
  1. Coaching RM's to involve team members while preparing the action plan and having them choose what they want to learn out of that and how they wish to contribute
2. Roles not clearly defined
  1. HRMS clean up, roles to be defined as per JD
3. Not thoroughly inducted
  1. Ensuring implementation of the 30 day induction plan, KYP, KYR & customized induction for DGM and above
4. Not equipped with the correct/adequate trainings
  1. Trainings will get rolled out as a part of DAP
5. RM lacks mentoring skills, hence, no mentoring/support
  1. Launch of iCommit
6. On the job assignment not available or supported with
  1. Ensuring adherence of Career Path firmed up during holistic discussions, as a part of DAP
Not Challenged
1. Employee feels there is no mission to chase
2. Employee feels monotonous doing the same work for years
  1. Have a thorough hold on the employee data - employee stagnation in the same role, publish & discuss with business the career path/movement plan for such employees along with backfills and cross training
3. No visibility of career path
  1. Career paths laid down during year end holistic discussion to be adhered and followed thru for each employee

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Why does an employee QUIT?

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	Erstellt von Priya Chaturvedi vor mehr als 9 Jahre