Dr.Vijayakumar RamasamySenior Project Manager| RnD Project Management/NPIKuala Lumpur, Malaysia
I was reading a local article regarding the above subject.
Below are some of the key points from the article. I'm sure different industry and country might have different experience that worth sharing with our worldwide PM community here.
Please share your thoughts .
1.not always about money (but other motivation factor)
2.treating talents like ‘normal’ employees (talents seek better treatment)
3.bad bosses (..needless to explain..) Saving Changes...
José FélixProject Manager| SAECON ProyectosToluca, Mexico, Mexico
Dear Vijayakumar, I thought a few times in your question, but I always concluded in the same findings of this article. I think that the immaturity of organizations is the engine that encourage people to go away. Organizations often do not listen to their people, for many organizations people are disposable.
Best Regards Saving Changes...
Amit JainProgram Manager| BarclaysPune, Maharastra, India
I agree with Jose, when he says "Organizations often do not listen to their people, for many organizations people are disposable". Most organizations are process driven and they think that once they have established processes, then can easily replace people. However in my view it is not completely true.
These days most of the organizations do not look far in future. They target for a couple of quarters only. If I let a talented employee leave, I’ll hire a relatively less expansive employee, train him and get my work done. This will certainly increase the profitability in near future; however the downgrade in the quality of deliverables will do much more damage in long term.
Bad bosses are a huge contributor in driving people away. Many times one's boss is not smart enough to progress forward and that leaves one in a stagnant environment. Saving Changes...
saurabh mahajanPMP, ITIL, PRINCE2| vodafonePune, Maharashtra, India
this is hot topic in many organizations
I think below are the few reasons for this to happen.
1. The boss is not eligible to be in manager's position but organizational need has thrown him/her in that position
2. Organizational structure (HR,PMO,etc) are not structured around people. Instead they are structured around profit/client/goals. but actually good talent should also be at the core.
3. managers do not respect talent in team because of their personal ego. I AM THE BOSS ego
4. very less communication/motivation/carrier goal set for the team or team members. They are not made part of the project success. But only made part of project failure.
5. Strong leadership to shield people from escalations and making them rectify their mistakes. Instead they are blamed badly for wrong doing.
6. Finally, I think that there should annual IQ / management test of people in decision making positions. At times not so good technical knowledge can be oversomed by very good attitude to learn. attitude to take people along. Attitude to buy in the team for success. Saving Changes...
1) Run a organisational climate survey per area to understand where the company stands for
2) Set as part of Executive Bonuses a better grade for the next organisational climate survey
3) Create an action plan to support the Executives in how to achieve this new grade in order to have them to receive their bonus as a consequence you have executive support (quick wins, short and mid term)
4) Engage the managers as owner of each one of the action itens stated in that plan
5) Assign an owner for this plan and run it as a program
6) Have a executive board to with (CEO and HR ) to monitor this plan
7) Run a organisational climate survey in a quarterly basis to measure the initiatives Saving Changes...
Joanna NewmanHead of Innovation and Transformation , Telecoms| VodafoneCholderton, United Kingdom
Companies need to recognise (and in some cases already do recognise) that their success comes from
1) The power of their people
2) Careful management of the cash flow
3) Careful management of their brand
Employees need to recognise that unless they are working for a startup, promotional opportunities do not come up often and therefore they should prepare to be the best person for when they do appear. People should also make sure they are ready to move companies (staying in their industry) or industry (staying in their role) when opportunities arise. And to find those opportunities, they should network virtually and in person. Good luck! Saving Changes...
Dr.Vijayakumar RamasamySenior Project Manager| RnD Project Management/NPIKuala Lumpur, Malaysia
Good points Jose and Amit. I have seen good colleagues leave not because they saw 'greener' land the other side but because of conflict with bosses. Since they are good they end up climbing up the ladder higher on the other land which is a loss for the land they came from.
As you guys said, some organization thinks employees are disposable and could be replaced easily. Saving Changes...
Dr.Vijayakumar RamasamySenior Project Manager| RnD Project Management/NPIKuala Lumpur, Malaysia
Good sharing Saurabh. I like point#3 . A friend shared with me the feedback he got from his boss for questioning his directions.. it goes like this "..you do exactly what i asked you to do!.." Saving Changes...
Dr.Vijayakumar RamasamySenior Project Manager| RnD Project Management/NPIKuala Lumpur, Malaysia
Good thought Nelson. "organisational climate survey" is interest.
When i was a junior engineer, my company (MNC) had a somewhat similar 'employee survey' in one particular year. We chipped in lots of inputs to improve the organization especially from HR perspective. Too bad, no results or what so ever shared after the survey. And no survey conducted in the following years too.. Saving Changes...
Dr.Vijayakumar RamasamySenior Project Manager| RnD Project Management/NPIKuala Lumpur, Malaysia
Good one Joanna. To echo your thought, an employee needs to be above average if he/she looking for grade/rank progression, ie the need to stand out. He/she may not get visibility/recognition if muddle among the common pool.
Saving Changes...
Abdullah AlhasabeenArea Manager| Saudi Readymix Concrete Co.Jeddah, Saudi Arabia
I think there are many reasons for that I can summarize it by : communication , commitment and culture from organization toward the talents in the organization. Saving Changes...
