In today's world of enormous employment opportunities, we read a lot about sacking, quitting, shifting, shuffling, rotating, attrition, recruitment and so many jargons. The recruitment has become one of the key functions required in a company today. The HR function has been redefined to a large extent now, from a level of getting reduced to handle only IR issues.
Although there are number of new opportunities coming up every day, most of the recruitments are a result of existing vacancies. I would say more than three quarters of the recruitments are in this category and the number may be higher who knows.
There was a time when the job security was considered of paramount importance. Not so long ago, it was perceived that a person has to have a job that will last till his retirement at the age of 60. He was not socially accepted if he did not have that kind of job.
But in the current generation, may be due to the abundant opportunities available, people tend not to stay in an organization for a longer period of time. With every movement, the employee tends to grow, in pay as well as position.
Factors influencing this decision in an employee can be put into two broad classifications, viz., External Pull and Internal Push. External Pull is the one where a better prospect pulls an employee from outside and forces him to leave his current job. Even this pulling in most cases happen because the employee is registered in a job site or with a job consultant whereby he gets to know the existence of the pull. The pull is the result of the advertisement the employee has given for himself after making up his mind to leave the current job.
The major factor, according to me, is the push from inside and here I have tried to analyse and ponder upon various factors causing this push. These are not ranked and it will vary upon case to case. So friends, read on:
1.Job Satisfaction
Either the Employee is not satisfied about the job or the Employer is not satisfied. In both cases, there is a sense of non-performance building in the employee. This in some cases even arises from the Employee not being clear on his deliverables.
2.Inferior Superior
If an Employee is reporting to a person who is inferior to his competencies, in action, he develops an irritation for the superior, which in turn reflects on his activities. He either tries to over-do his job to thrive on his superiority or under performs to cope with the Superior. In both cases over a period it ends up on “Job Satisfaction” described above.
3.Superior Sub-ordinate
In the above case, let us look at it from the Superior Employees perspective. When the Sub-ordinate over does his job, he becomes a point of laughter and when the Sub-ordinate under performs, his performance also comes under question. He again gets into job dissatisfaction mode.
4.Pay - Need Mismatch
With family and responsibility growth, a person tends to need more money with age. However, with age and monotony, his performance tends to decrease over a period of time. At this juncture, it would be more apt for the employee to find a new job with his experience where in the new set up he gets more recognition and reward for his work. He also gets rejuvenated with his new tasks.
5.Pay - Work Mismatch
It is a general phenomenon, when you look at the organizational ladder; more work gets you less pay and more pay means less work. This when becomes very apparent and obvious to every one’s eyes, at both ends, it necessitates quitting.
6.Business Performance
When a business is on its recession trend, there is a general tendency for most employees to leave. Naturally, no one would like to travel in a sinking ship. Even the management, given a choice, would like to quit under such circumstances.
7.Work - Life Imbalance
This is a serious jeopardy in current generation. Some tend to forget that they have a life and family in running for work cause. This over a period develops an imbalance in life. This leads to huge mental trauma and after realizing often there is no opportunity to change the work style. On the other side, if there is a person who is not utlised to his potential, even if paid heftily, also tends to look for a change in order to protect his skills and capabilities.
8.Work Culture
This is the existing work culture in the organization and the policies of the company. If the employee is not able to fit into this and if this culture is not able to absorb the employee, then he thinks of quitting.
Conclusion
As management, whenever an employee calls it quit, whatever be the reason attributed by him, you better get into an introspection as to what might have made him to look for option and rectify it so that at least the remaining talent is held together for the betterment of the organization.
Although there are number of new opportunities coming up every day, most of the recruitments are a result of existing vacancies. I would say more than three quarters of the recruitments are in this category and the number may be higher who knows.
There was a time when the job security was considered of paramount importance. Not so long ago, it was perceived that a person has to have a job that will last till his retirement at the age of 60. He was not socially accepted if he did not have that kind of job.
But in the current generation, may be due to the abundant opportunities available, people tend not to stay in an organization for a longer period of time. With every movement, the employee tends to grow, in pay as well as position.
Factors influencing this decision in an employee can be put into two broad classifications, viz., External Pull and Internal Push. External Pull is the one where a better prospect pulls an employee from outside and forces him to leave his current job. Even this pulling in most cases happen because the employee is registered in a job site or with a job consultant whereby he gets to know the existence of the pull. The pull is the result of the advertisement the employee has given for himself after making up his mind to leave the current job.
The major factor, according to me, is the push from inside and here I have tried to analyse and ponder upon various factors causing this push. These are not ranked and it will vary upon case to case. So friends, read on:
1.Job Satisfaction
Either the Employee is not satisfied about the job or the Employer is not satisfied. In both cases, there is a sense of non-performance building in the employee. This in some cases even arises from the Employee not being clear on his deliverables.
2.Inferior Superior
If an Employee is reporting to a person who is inferior to his competencies, in action, he develops an irritation for the superior, which in turn reflects on his activities. He either tries to over-do his job to thrive on his superiority or under performs to cope with the Superior. In both cases over a period it ends up on “Job Satisfaction” described above.
3.Superior Sub-ordinate
In the above case, let us look at it from the Superior Employees perspective. When the Sub-ordinate over does his job, he becomes a point of laughter and when the Sub-ordinate under performs, his performance also comes under question. He again gets into job dissatisfaction mode.
4.Pay - Need Mismatch
With family and responsibility growth, a person tends to need more money with age. However, with age and monotony, his performance tends to decrease over a period of time. At this juncture, it would be more apt for the employee to find a new job with his experience where in the new set up he gets more recognition and reward for his work. He also gets rejuvenated with his new tasks.
5.Pay - Work Mismatch
It is a general phenomenon, when you look at the organizational ladder; more work gets you less pay and more pay means less work. This when becomes very apparent and obvious to every one’s eyes, at both ends, it necessitates quitting.
6.Business Performance
When a business is on its recession trend, there is a general tendency for most employees to leave. Naturally, no one would like to travel in a sinking ship. Even the management, given a choice, would like to quit under such circumstances.
7.Work - Life Imbalance
This is a serious jeopardy in current generation. Some tend to forget that they have a life and family in running for work cause. This over a period develops an imbalance in life. This leads to huge mental trauma and after realizing often there is no opportunity to change the work style. On the other side, if there is a person who is not utlised to his potential, even if paid heftily, also tends to look for a change in order to protect his skills and capabilities.
8.Work Culture
This is the existing work culture in the organization and the policies of the company. If the employee is not able to fit into this and if this culture is not able to absorb the employee, then he thinks of quitting.
Conclusion
As management, whenever an employee calls it quit, whatever be the reason attributed by him, you better get into an introspection as to what might have made him to look for option and rectify it so that at least the remaining talent is held together for the betterment of the organization.
