Career Management & Attrition - Table Talk Vol 1

HR Managers of IT companies go dead cold when they hear their employees say -' I
need a change of place. I have been in this company for 2 years now'.
HR folks typically brush it away as cliche but this probably is the first symptom of lack of career management in the organisation.

Career as seen by a employee is different from career as envisioned by the employer. For the employer it is a set of opportunities, grades and payscales. For the employee it is a set of experiences and actions. Here is a set of actions for HR managers to help manage career and reduce attrition :

1. Employees want to know what they are working for in a generic sense as well as particular sense.
2. They often need help to plan their lives and careers
3. Promotions require adequate training where potential needs to be converted into skills, competences into competencies.
4. Employess maybe snails or rabbits when it comes to career aspirations.

Different employees have different aspiration and motivation levels to achieve those aspirations. Different career progression rates shud be available for the snails from the rabbits . Hence different career paths and progression rates should be available for different skills. We all know it. But very few practice it.

Honest open communication is a good indicator of a good employer brand. This includes :

1) communication of vacancies, possibilities , wins, losses and problems
2) communicate measures being taken to meet demands
3) measure and communciate impact and feedback of measures taken
4) look out for the symptoms of motivation and demotivation

Brand building is a necessary step in a maturing market to retain employees and an essential step for career management. Some employee brand building activities include :

1) gifts & recognition rewards
2) certifications, awards, customer appreciation letters
3) company identity items such as tags, id cards
4) employee family outing
5) employee survey
6) in build HR responsibilities like career management, compensation & benefits, inter-company visits, quality groups into operational positions

Some of reasons of high Attrition you have to check for :

* low growth of company
* better opportunity outside
* Strategies are working
* Low corporate image
* Lack of career growth prospects
* Lack of balance between job and persona life
* Lack of support to job performance
* Stagnation in job
* Lack of job satisfaction
* Dual Job responsibility
* Hire and fire accepted practice
* Low mentorship support
* Low self esteem
* Short term goals – Immediate performances