http://www.innovativelychallenged.com

I need more unless this is only one there is.

jay

If we are looking for the career/skill building in the same company, then we could follow Gopalkrshnan’s advice else if we want to be at mercy of company’s manager for success then we could go for Premji’s advice. Finally, it depends on us who we are and what are individual personalities are.

http://manishmo.blogspot.com/2007/06/are-job-sites-encouraging-attrition.html

>> The next article by Dr.Gopalkrishnan is just a trash.
Not exactly, this is a different viewpoint. There is time when you shift for money, their is time when you shift for other reasons, just make sure you know the reason. As long as you don’t regret for your decision it is good. Some people just leave for money without looking at the overall gain/loss. I will explain with an example:

This is a true story. Recently one of my best team member (I have great respect for him for his dedication towards work) knocked at my cabin with a little disappointed face. He told me that he is leaving me. I then had a talk with him and helped him understand the realities. He was shifting for a wrong reason, now I see him more committed towards work. When someone is paying you something extra make sure they are paying it for your talent not for your blood. There are many who are selling blood for money (outsourcing companies mainly). For them labor is cheap labor and more blood means more money. So know why you are getting paid extra :).

As far as the immediate boss is concern, it is true as well. There are creative minds which want to grow and if someone doesn’t allow them then they will break. It is very imp to have good bosses and good team members. Read http://www.idealwebtools.com/blog/employee-questions/

I think I need to write a post on this topic.

This is really a great combination.

For the first article, I have nothing to say. It is really a great one. However, the last line is a bit worrying :-?. Does one need to leave a company to prove his or her salt ~x( ! Talented men leave because there had never been an optimized use of their talent. And as the use is not proper, so the pay package is likely to be poor. There is another saying “Right People are never in Right place” – Obliquely this has got the same indication.

Why the company cannot identify the potentials! I would say – guess the potentials to stay in the business.

As far as pay package is concerned, I will just toss an Idea. Do you know what you are paid? Do you have a clear idea of what you can do with your one month’s salary (if you do, you had not been working for the last month.)! Isn’t there any difference between getting paid in cash, cheque, or direct money transfer!

The next article by Dr.Gopalkrishnan is just a trash.

The first proposition was “Move from one job to another, but only for the right reasons” – however, throughout the write-up, only the wrong reasons were mentioned. To add, these Wrong Reasons seemed to me too weak to point to the Right Reasons.

Another comment haunted me a lot “What you come to work for is to earn, build a reputation, satisfy your ambitions, be appreciated for your work ethics, face challenges and get the job done.”

This is The Reason for which you come to work – the “state”, when you are “in” is different. We have different ambitions, but won’t you want to be happy in a place where you spend more than 50-60% of your time along with another 20% in preparation and travel.

“If you’re losing good people, look to their immediate boss.” – I will not work under Gopalkrishnan for anything – I am sure about that if he is sure about his ideas.

AHP’s article is well placed - placing the onus on the supervisors - ask the supervisors, they will place the onus on “organizational directive”/”budget”/”promotional directives” from the top guy to allow only a small percentage up the line to maintain the pyramid, or to restrict salary increments based on how much operating margin the organization has in mind.
Dr Gopalakrishnan’s ideas, very much like F.C Kohli’s, are heavily ivory-tower centric. Though personally both of them are people made of plain clay in their professional lives, with no showbiz, etc - i just wish the managers working under them shared the same value systems. The “unhapiness” that Dr Gopalakrishnan so pointedly questions is considering the fact that more than 60% of the time of an Indian employee is spent in office - so yes, they DESERVE to be treated well and therefore DESIRE.
Stop lecturing at HR forums/international industry-forums, Sir - We will respect you more if you actually implement, rather than “advice”.

What Dr.Gopalkrishnan might apply to a small %age, but not to the entire lot; for the majority, the best option is to leave, and take up whatever oppurtunities they get. Being stagnant is not the best possibility, certainly not for everybody. (although it makes a hell of a difference for the person on the top, like Dr. Gopalkrishnan, hence his “advice”)

Why people leave companies? posted at IndianPad.com…

Thanx for this post, and what a timing coz I’m about to leave my current JOB, and I can share lots of personal inputs.. for Why ppl leave company or I’m leaving my company.

1) Money- Naaah…yes it do matter nahin to ghar kaise chalega in other terms “kisi ko bhi paisa nahin kata hai” (everybody loves money) , but at the dawn of your career I just go only by money I look for the future prospects like at the time of recruitment this company was offering lowest salary as possible in our campus placement but I chose this b’coz of Brand name and and the responsibilities, learning and kind of market exposure they promised me during the interview and their presentation, but after six months I’m feeling lost and cheated by the company b’coz the kind of work they offer suits 12th pass clerical JOB. with no time for learning only they keep us busy on work that not at all add value to your MBA in marketing degree. so I’m not leaving this company for money.

2) Job satisfaction (includes how good my boss is) – I give 10/10 to Job satisfaction if I would be satisfy with my job I would have dedicate my whole life to this company, but currently I just wanna tell that there is no such thing as Job satisfaction in this company everybody wants to leave this company b’coz they are not satisfy with the kind of work they are doin.

3) Boss Factor – Job satisfaction and kind of Boss is inter linked, coz if your boss is understanding and knows how to get work done by you with happy ending and if he knows how to groom a new comer manager then you’ll be very happy with him, -
- but if don’t remember your name and you have to remind him 100 times that sir I’m Rajesh Rana not him
- if he knows what is the exact reason of your failure instead of blaming even his failure upon you,
- if he knows you constraints properly and accordingly keep his expectations,
-Instead of keeping eye at his and your work he delegate his whole work upon you and at the end of the month wants the results and if even any single thing goes wrong he blames that “Tum logo ne mujhe Barbad kar Diya…” then it’s unfair.

4) Work Environment – this includes your Boss, your colleagues, subordinates, other parallel departments and your clients – Work environment is another factor I’m leaving this job, I want to work in a professional company where work is done on a professional way not like my company where you have beg others to do their own job in proper manner, (what the hell) life become hell in such a company where other employees don’t do their work properly. It’s like a Government office type environment here.

5) I use to wonder why most of the Indian companies are not there at world’s TOP 100 companies – this is just because what I’ve just mentioned and lack of team work , coordination and enthusiasm to give best output among employees specially at manufacturing unit,

6) At the end…… I should feel at the end of the day that I had contributed to my company, done a great job, should get feeling of satisfaction for today’s work and excitement & enthusiasm and eagerness for tomorrow’s day at my company, I don’t know whether I could be able to find such company in India which offer great future with great satisfaction and Boss……… I can write a book but I think I should stop here coz I gotta make new resume to apply for new JOB.

We do agree that money is not the only constraint to judge the higher attrition rate, these days !
There are a few more to add to it as rightly mentioned in these articles. But how do we bring these managers to justice!
Simply offering them a couple of pointer articles won’t be of any good as they don’t mind showcasing them for good. The infamous greed to gain corporate power tempts all managers to hold back worthy people to come up and question their acts in the long run!

It holds good with a former US president’s views about India and Pakistan, that in these countries you need to pull down others to make way for yourself. And you need to do it by hook or by crook!

So, the medicine to curb this hankering disease has not yet been discovered…

I also feel that the article by Azim Premji is much more practical then the second one.

Mr Gopalakrishnan says “Deserve Before you Desire”. But what if one doesn’t get the desired when he deserves that? I guess then he is left with no option but to search for another job

Why people shift to a new home? Because the present one is small, bad neighborhood, desire to live in a posh area, a convenient location. Even a married man can buy a new home to stay away from his in-laws!! So there could be several reasons – major and minor.

There might be several reasons for leaving a company too. I set my priorities this way:
1. Job satisfaction (includes how good my boss is)
2. Prospect
3. Money

I can even compromise with salary if I like the work and I like to work with my boss. However, objectives change with time and money also matters when it comes to personal life.

As per the above articles, the first one is good and second one is biased. It says the risks of job hopping only. It’s not job hopping, but any unplanned decision can create problems as well! If changing a job is that bad, then why Om Malik is such a successful person today? I completely agree with the line: “Talented men leave. Dead wood doesn’t.”