Safeguarding your `treasure'
WHEN a leading IT company city hired Deepak, they were sure that he was a promising and steady employee.
He had the right credentials, excellent recommendations, a vibrant personality and the right experience.
In the one year that he worked with them he impressed everyone with his talent. He handled projects with commitment, came up with innovative ideas and tackled problems with ease.
The management was pleased and took great pride in having hired a highly skilful employee. Deepak in turn felt that he was at THE right place.
Good things never last
Neither did Deepak's sojourn. His brief stint came to a jarring halt one fine day when he gave in his resignation.
He claimed that he was doing so as he was seeking greener pastures.
Deepak is not the only job-hopping employee. Most IT professionals hardly settle in when they are ready to zoom out again.
Retaining quality employees is a major predicament every IT organisation faces.
Companies are no longer competing with each other to offer a better product, but to employ better staff.
They are willing to go to any lengths (well, almost) to lure competent employees. With so many attractive offers floating around, companies face a Herculean task trying to retain employees.
What gives?
Why do Deepak and others like him opt for a different organisation? An oft-heard answer would be--better opportunity, bigger pay packets and greater benefits. Are these reasons really genuine or is there something else that doesn't quite meet the eye? Would Deepak have changed his mind had these facilities and perks been provided to him? Scratch beneath the surface and you'll find that financial reasons alone are not why most employees jump ship.
Top ten reasons why people change jobs:
Poor work/life balance
Want of professional security
Low job satisfaction
Marginal monetary benefits
Desire for empowerment
Lack of respect and appreciation
Insufficient communication from the superiors
Too much or too little expectations from the management
Minimal career growth
De-motivating work environment
The most compelling reason for employees to change jobs is when their essential emotional needs are not met. All the other benefits pale in comparison if this important aspect is overlooked.
How do you preserve your `gold mine'?
Meet their needs
Good employees are a rare find. The best way of getting them to stay is to understand their needs. Especially, their unspoken needs.
Put them in the spotlight
Assign duties to employees. Involve them in major decisions. Listen to their suggestions and reward their ideas if implemented. Give credit where it's due. It not only inspires loyalty but also persuades them to put in their best effort.
Provide a positive work environment
With employees spending an increasing number of hours at the workplace, it is crucial to build a supportive, warm work environment. Every employee longs to fit in, feel comfortable and accepted. He looks for respect, acknowledgement and encouragement. Catering to his needs is a sure way to cut down on attrition.
Feedback
Don't wait for appraisal time to give feedback. Give it whenever possible. Ask for employees' opinion as often. Don't take things at face value. Enquire if there is job satisfaction, discuss problems and performance. Conduct training sessions to provide coaching whenever needed.
Professional guidelines
Every employee has a dream. Help them realise it by guiding, mentoring and monitoring them. Keep them happy and motivated and you're bound to end up with a contented lot!
SHALINI KABRA
opportunities@cnkonline.com
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