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why are we losing all our good people

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  • 1. WHY ARE WE LOSING ALL OUR GOOD PEOPLE ?? SHUBHADIP BISWAS IILM-GSM
  • 2. INTRODUCTION
    • SAMBIAN PARTNERS founded in 1975 by PETER GASBARIAN
    • Rather than spending years as anonymous assistants to fat-cat partners, junior people at the firm could immediately start making their mark by working on interesting jobs.
    • HELEN GASBARIAN took charge of SA MBIAN PARTNERS In 1997.
  • 3. INTRODUCTION
    • Very effective and skillful employee, Tom forsythe, sambian’s assistant director
    • of commercial design left the organization.
    • The exodus of star employees is affecting the organizational structure.
    • Helen urges Mary to conduct the annual employee survey. But it did not reveal anything.
  • 4. INTRODUCTION
    • HELEN promoted adrienne impulsively to prevent her from quitting the job.
    • Still problem remains..
  • 5. FACTORS CAUSING PROBLEMS
  • 6. FACTORS CAUSING PROBLEMS..
    • Is it the fault of Helen?
    • Is it the fault of mary?
    • wrong model selection
    • dissatisfied with the lack of internal career opportunities? Promoting the wrong person.
    • Lacking of good leadership or good manager?????
  • 7. FACTORS CAUSING PROBLEMS..
    • Is it the normal trend?
    • Communication gap???
    • Not getting recognition and lacking of exposure?
    • Lack of team spirit??????
    • Lacking of good leadership.
  • 8. SOLUTIONS
  • 9. SOLUTIONS
    • Remove those who are not effective
    • Going through feedback from exit interview.
    • Average salary difference from the key competitors.
    • Conducting offshore activities to ensure closeness with the employees and trying to hear from them.
    • Promoting the key peoples and highlighting their achievements.
  • 10. SOLUTIONS
  • 11. SOLUTIONS
    • build-up of a special employee discussion channel,
    • employees need to feel connected with the organization.
    • Increase communication between Human Resource and Line Managers.
  • 12. SOLUTIONS
    • use the informal channel also to gather the inputs regarding the reasons for talent leaving the firm.
    • Exit interviews of valuable employees should be taken by the CEO herself.
    • Positive change in Helen and Mary.
  • 13.
    • THANK
    • YOU

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