tag:blogger.com,1999:blog-2286644376920904084.post6159911659737268466..comments2024-03-22T13:27:18.187+05:30Comments on NC's Blog: Does Pay packet help to retain people?ncnarayanan48@gmail.comhttp://www.blogger.com/profile/09343926867899215551noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-2286644376920904084.post-91917663592024822602013-08-12T06:11:37.644+05:302013-08-12T06:11:37.644+05:30Thanks for such a nice article. It brings out lot...Thanks for such a nice article. It brings out lot of reasoning, some inter related. <br /><br />One very important fact that comes out is that of the "comfort zone". This comfort zone is created in most part by the employer's hr policies and personal touch and empowerment and avenues for creative contribution. In a small part, the comfort zone is due to satisfied family situation. <br /><br />Higher the comfort zone, lower the motivation to change the job. <br /><br />Moment a person starts slipping away from the comfort zone, he / she starts getting the idea of job change. <br /><br />Anonymoushttps://www.blogger.com/profile/03071237054920718809noreply@blogger.comtag:blogger.com,1999:blog-2286644376920904084.post-78526610834831548922013-06-22T17:23:42.928+05:302013-06-22T17:23:42.928+05:30Dear Sir,
Took sometime to respond but now here i...Dear Sir,<br /><br />Took sometime to respond but now here is my simple response. <br /><br />“Why attrition is low in an organization which is not a great pay master and it is high in an organization which pays significantly higher packages?<br /><br />Sir , our previous ERA was of dependence ( post independence era) where Mediocre and dead woods use to depend on super performers for their survival ( if the company achieves the tgt thru super performers then nobody loses their jobs) hence we could never build large organisations except for PSU's but on the other hand the western world garnered the ERA of interdependence and made dead woods to perform better and mediocre to upgrade to super performers there by developing the material world. <br /><br />The only solution to this is not to classify employees into three categories but to realize the fact that every employee has phases, just like Batsmen and bowlers in cricket. 1) Super performers , Mediocre and Dead wood is the 3 phases of their careers since we cannot assume that the company is successful always hence when companies can have performance and non performance even employees can have. Once the HR group arrives to this mind set then there is a paradigm shift in the way they perceive performance. <br /><br />Solution : Recognize in which phase an employee is compared to the company graph. Use tools to give him the perception what HR carries during this phase. Then arrive at solution to motivate according to the NEED or WANT of the employee. Remember Known devil is far better than an unknown friend ( Existing employees r better than an newly recruited since they also have similar performance graphs)<br /><br />When a company with so much of resources cant align itself to its employees then how can it ask a single individual employee to understand its complex position in the economy and there by align himself to it. <br /><br />your comments welcome. <br /><br /> Bharath Subramanianhttps://www.blogger.com/profile/12284662581710897856noreply@blogger.com