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Human Resources » Attrition and Retention

Chrm Message From: hr.hitesh Total Posts: 32 Join Date: 11/09/2006
Rank: Executive Post Date: 17/10/2006 05:32:24 Points: 160 Location: United States

Hello friends

I am in a dilemma and need your advice in solving it.

We recruited a person around two months back. Our team is very satisfied with his work but we have feeling that he is not happy with the company. We recruited him because he is technically very sound though a bit expensive (in terms of salary) as compared to the rest of the team. Recently, we found his updated resume on one of the job sites and have a hunch that he is looking out for another job.

I would like to find out whether my assumptions are right, if yes, how do I retain this employee.

Awaiting your support.


Chrm Message From: amarjeet Total Posts: 40 Join Date: 11/09/2006  
Rank: Executive Post Date: 17/10/2006 05:36:07 Points: 200 Location: United States

Hello Hitesh,

It shall be a better idea of talking to him as to  how he has found the company and what he thinks about his future plan with the company about his growth and contribution to the company, i am sure a real gentlemen personality will tell what is there in his mind.


Chrm Message From: prashantthakkar Total Posts: 37 Join Date: 11/09/2006  
Rank: Executive Post Date: 18/10/2006 00:34:26 Points: 185 Location: United States

Dear Hitesh,

Continuing in line with what Amarjeet has said, I believe that anyone who has recently updated his resume on a job site is definitely trying out for a better position, in such cases, I would have spoken directly to the person and tried to find out the reasons for his dis-satisfaction if any, however I would not mention the updated resume in the first instance, if the person denies any dis satisfactiojn, thenI would mention the resume , if he then tries to cover up, it would mean that he is just waiting for an opportunity to jump boat, in such a case, I would try to make best use of his expertise for the short time that he would be around by offering a project leader / managerial position, if he is looking for better position, he will accept, if not, he will try to walk out of it, then it would be better to let him go as early as possible and minimise such impact, by moving him out of long term projects.

This incident is a classic "IT" case where the industry itself is so fast changing that it does not try to make the best programmers into the best employees but looks for "mercenaries" who come for a specific project and nearing completion, look for better opportunities. As the skillset portfolio goes on becoming very wide, and ever changing, it becomes ever more important to ensure that the company tries to identify the most commited resources and put them into "ownership" positions within the organisation so that the organisation as such does not get hampered by the coming and going of "mercenaries".


Prashant Thakkar

Chrm Message From: kannan_hrd Total Posts: 31 Join Date: 11/09/2006  
Rank: Executive Post Date: 15/12/2006 05:05:34 Points: 155 Location: United States

Dear HR Friends,

Myself Krishnan from Ahmedabad, new to this group. I am working as Asst.Manager with Small IT company. We are signing a service agreement with the every new employee to control attrition. But we are observing that it will create more negative impressions about our company in many candidates in market.

I would like to know your views in signing a bond for new employees and really appreciate your knowledge sharing. 






Chrm Message From: tesmian Total Posts: 63 Join Date: 11/09/2006  
Rank: Manager Post Date: 15/12/2006 06:02:02 Points: 315 Location: United States

Dear Krishnan,

Check out the following link which appeared in the economic times last year. It is very informative and throws light on your queries regarding the bond/service agreement.

Bond or no bond; you are a free bird :

I'm sure this shall solve your query.



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