As a Supervisor or as a Manager, it is just not the reasons given to you by a Staff who is leaving the establishment that you should look and concentrate at. I have found out that many Omani Staff especially do not want to rock the boat, or burn the bridges behind them. So they will not give you the real reasons as to why they are leaving you.
What is valid and being more important actually is what it was that had prompted that Staff to start to look for another job in the first instance. That is more important!
In normal Company practices and procedures, what they refer in Human Resources as an Exit Interview (let us ask you why you are leaving interview); the Staff may give a number of reasons why. For example, the salary is higher being received in the new place. Perhaps and or fringe benefits and perks, or a higher more senior job even if sometimes there may be no visible financial advantages per se (in some cases even losing out financially – but then you may be right in thinking that no ‘one is mad enough’ to do such a thing!).
You may be right too, but do not forget that there is a mad house out there too, and peoples are capable of doing the least and when expected syndromes too! What I am trying to say here is this – as an establishment you need to find out what was it that had prompted that staff to apply outside in the first instance!
It could be a small thing to the boss in charge and or to the establishment, but could be a major issue and or catastrophe to the Staff. For example when a Boss shouts and screams to a subordinate in front of his own peers and his own subordinates, or customers and clients, what does this Boss expect? What do we have big rooms for Managers and Supervisors for? It is to use for privacy and discuss sensitive issues in the privacies of those rooms. Like a sceptic friend of mine would have remarked – The big rooms surely are not for decoration, but for usage. He would go on to say – God gave us brains to use, and this too not for decorations!
It isn’t the 100th blow that knocks a good man down. It’s the 99 that went before: This is why people leave organizations – Azim Premji. – WHY EMPLOYEES LEAVE ORGANISATIONS? – (much of this article is based from that article)
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called First Break All the Rules.
It came up with this surprising finding: If you’re losing good people, look to their immediate supervisor. More than any other single reason, he is the reason people stay and thrive in an organization. And he’s the reason why they quit, taking their knowledge, experience and contacts with them. Often, straight to the competition.
The article goes on – Every company normally faces one common problem of high employee turnout ratio. People are leaving the company for better pay, better profile or simply for just one reason ’Pak Gaaya ‘.
“People leave Managers not Companies,” write the authors Marcus Buckingham and Curt Coffman. “So much money has been thrown at the challenge of keeping good people – in the form of better pay, better perks and better training – when, in the end, turnover is mostly Manager issue.”
If you have a turnover problem, look first to your Managers. Are they driving people away?
That is Paak Ghaya, or in Hindi – over ripe fruit, cannot be eaten anymore!
Every person who leaves a corporation then becomes its ambassador, for better or for worse. At stake are the company’s image, reputation and bad standing and publicity.
Next time you as the Manager or Supervisor feel like screaming and shouting at that Staff of yours – and especially in front of peers or clients – THINK AGAIN. Use your room – or better still try to LISTEN and HEAR what the Staff has to say in his defence.