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Thank you very much all of you for your valuable input in answering this question.
Kind Regards
Zafar Iqbal
It is not the case everywhere. I believe this might be right in countries where there are NO best practices of human resources management and absence of labour market regulations.. etc.
It is otherwise a correct and justified statement in the business arena. If the manager fails to negotiate / look after the individual regarding his/her job satisfaction, in such the employee leaves the company and joins the other company. So, manger plays a vital role in the turn over of employees in any company.
People leave because they don't find their satisfaction weither it's from the manager or the organization and anyway each one is a face off the same coin because the manager is the person who represent the organization infront of the employees. As Maslow pyramid of hierachy needs teach us it's as the following. 1- Physiological 2- safety 3- love/belonging ( the organization need to make the employee feel he is proud of the organization and belong to it)4- Steem ( self-esteem- respect of others- achievement ) if an employee did a good job without proper appreciation how do you think he will feel ? 5- self- actualizationIf you offer these to any employee he will never leace the organization.
"People leave managers and not the organizations"
This statement has been described as one of the main reasons for the employees who leave their organizations. Now there are many further dimensions as why do the employees leave because of their managers. Some the the main reasons attributed to this problem is given below:
- the manager does not engage their team members properly
- the vision and the purpose of the organization is not clearly communicated to the employees which in the absence of which employees do not feel energetic at all
- doen't listen to their employees or does not have the time to listen and when the employee leaves, then the manager often heard saying why didn't you tell me earlier?
- doesn't provide feedback during the whole year and as a result of performance rating, employees are surprized with surprizes during the deliverables.
- does not share the proper information with the employees leading the deficiencies in the work due to half cooked information and then the blame goes on to the employee.
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Mr. Zafar, I would say your query is now mark as universal truth in the HR profession, its cent percent right, employees don’t leave organizations, and they leave bosses. This is due to supervisor/boss ego and their limited professional approach to acknowledge, respect and mentoring approach. Such bosses are always proved to be a loss for talent and at the end organization and division suffers. To curb such professionals the head of departments and role of HR should be strong and to do mediation with such role. In contrast, bosses who acknowledge trust and develop their team and promote their interest under the rules and regulation will tend to have lower attrition rate, satisfied employees and contributors in originations progress.
