きもちSeptember 20, 2007 1:31 pm
i had read an article regarding turn-overs on a company. it talks about quitters on companies.
According to the author, "TURNOVER is tough to absorb at any company, but at smaller firms, where each employee tends to wear many hats, the pain can be more pronounced."
–> Well this is quite true in the place where i work.. Most of the employees wear many hats which means many responsibilities. Which makes the employees in a certain time burnt out and breaks down. Thus more of your them are looking to jump ship than the Management think.
"Nearly twice as many employees have taken actions to find a new job than the HR think, according to a job-satisfaction survey of the nearly 11,000 employees polled, 62% of them said they are "somewhat likely" or "very likely" to leave their jobs in the next three months–in most cases because they feel they are underpaid or underappreciated."
–> well i guess most of the employees who quits says the same thing…. i don’t know why probably they were not given some attention or noticed by the higher management.. or probably they see themselves as worthy to be promoted or appreciated but on the perspective of the Management, they had done nothing to be given some acknoldgement….
Employers have to figure, at any given time, that at least some of their employees are thinking about leaving. But most of the human resource managers greatly underestimated the extent to which many of their employees have gone to find a new gig.
–> Almost of employees now are probably have looked for new jobs on the Web, 75% have updated their resumes, and half have posted or e-mailed them to prospective employers, while the HR had done nothing so far. That’s a scary prospect. Turnover actually can cost anywhere from 50% to 100% of the departing employees’ salaries. Bottom line: Pay attention to what employees are saying in those exit interviews. Inadequate compensation was the No. 1 reason why employees would quit their jobs, followed by a lack of opportunities to advance and a lack of job recognition. Broken promises somewhat most of the time hit those poor employees who in return would expect something. Its is because of those big mouth liar Managers. But some of the best-paid workers are seeking greener pastures. HR managers don’t seem to be seeing the whole picture, besides not knowing how many employees were looking to leave, they were also blind to what keeps employees at their jobs.
For instance, HR would said that employee "compatibility with corporate culture" helped employee retention, while the employees said compatibility would be a good enough reason to stay with an employer. Employers are largely unaware of the real reasons for employee dissatisfaction, this disconnect could lead organizations to focus on the wrong issues, and as a result, they could experience high employee turnover and replacement costs that could be avoided.
