What You Need To Know About Being A Job-Hopper

With the world economy completely driven by services depending on human capital, human resources need to be valued. Then why is there a considerable rise in the attrition rate of companies? New Woman talks about the possible measures to curb the attrition level and maintain a healthy employee turnover rate.

What You Need To Know About Being A Job-Hopper

It’s a well-known fact that loyalty held a pride of place in the hearts of our fathers and grandfathers as they started off their career in an organisation and quit only when they retired. But, according to industry experts, the average tenure of today’s employee in an establishment is about 27-28 months and is expected to go down further to around 18-21 months in the next 4-5 years in India. Let’s understand here why employees change their jobs?

Disengagement: “The single most important factor which leads to attrition is disengagement. Many a times, people leave the organisation because they don’t feel valued, connected and recognised. There is a famous saying that employees join the organisation but they leave the manager,” mentions Prem Singh, president, global human resources at Wockhardt Ltd.

Young Age Group: Also, most of them fall in the age group of 25-32 years. “In the initial years, it’s always a trial-and-error method for employees. A majority of youngsters (21-22 years) aren’t sure of what they want to do in life. Hence, this makes them move out frequently,” informs Premlesh Machama, managing director, CareerBuilder India.

Low salary: Twenty seven-year-old Rohan Gade who works in an MNC says, “Today, competition across sectors has increased two-folds and it is practically not possible for youths like us to have the same job profile for 10-12 years. Additionally, employers expect us to multitask and do everything possible for which they pay peanuts.”
Employees also claim to feel cheated because of unclear definition of role and responsibilities.

Reality bites: Quite often, HR managers tend to paint a rosy picture about the role and growth opportunities in the company. But once the candidate comes on board, the reality is different. This leaves the employee frustrated.

Better opportunities: With the digital revolution taking shape in the last five years, there has been a surge of opportunities. The kind of facilities that start-ups offer is one of the major reasons for individuals leaving established firms and choosing to work with newer set-ups.

The way ahead: According to a research, when a person resigns, s/he has switched off mentally at least 4-5 months ago and the resignation is the outcome of a long-drawn disengagement between the employee and the company or his/her manager. Therefore, it is a bigger loss to the company as it shows that the employee was not 100 per cent productive for the last couple of months. Recruitment of a new employee is a time-consuming task for the company. And if the new employee also resigns within 6-8 months (which happens quite often), that’s a double whammy. “Often, we are very traditional in our approach and follow the ritual of conducting exit interviews. Instead, keep a watch on the behaviour and levels of commitment of your employees, and even before they think of resignation, take action. It’s better to act now rather than doing it after the person has resigned,” concludes Singh.


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