The Reasons Why Talented Workforce is Scarce for Corporate World – Part 2

Following are the 10 faux pas that the corporate sector commits on regular basis, which results in drastic turnovers. The corporate employers need to think about these aspects seriously as they are the ones who are going to confront them in the coming years,
not the employees.

1. The Corporate Governance

Most of the employees, when asked, told the main reason for their leaving the company were its stringent rules and regulations. Not that they don’t like regulations at the work place but the reason why they rue their employer’s administration is because
they don’t have a say in it.

They are just mere cogs in the greater machine that needs to be oiled from time to time. However, the employers should take into account that the rules are meant for the employers and they should have a say in liking or disliking something.

Especially the skilled workforce is too vulnerable to these kind of situations that if they don’t like something, they are going to say goodbye to their bosses.

1. The Lack of Attraction at Work

One of the main reasons for the lack of retention of the talent in any company is lack of projects. The employer should take into account, the relative project that his employee specializes in and the one he is interested in. Moreover, he should keep tabs
on the activities of the employees that they are getting the work dosage on regular basis or not.

1. The Lacklustre Annual Performance Reporting System

Most of the ex-employees complained about either the lack of performance review system or an inefficient one. Both actually point the arrows at the lacklustre approach of the companies toward retaining the talent under the roof.

The HR departments should take performance review system seriously as it is one of the great aspects that motivate the employees to stay at one place for a long time.

Short URL: https://www.newspakistan.pk/?p=6335

Posted by Usman Khalid on Dec 16 2011. Filed under Business. You can follow any responses to this entry through the RSS 2.0. You can leave a response or trackback to this entry