As much as companies expect employees to upskill, the attrition rate in recent times has rocked the boat, and almost ran the ship aground. A large IT firm considered a bellwether in the Asian-pacific region witnessed unprecedented exits, especially in the upper management. Sources within cite “performance related issues’ for the departure. With so many legs to march out the door apparently was too much of a jolt, that the leadership itself came in to question as why talent, that too at the top of the pyramid, are hitting the bricks? Resignation are rampant. Job-hopping seems to be most happening that it is no longer a shocker to screen a resume with several companies chequered in the career path. Why? While the companies quote ,b>‘performance’, the employees have a different perspective that paints a different picture altogether. Expected and evident. Both parties need justification and play it out for the records. But the crux of the matter is ‘leadership failed’. Either it didn’t see it coming or perhaps caught off-guarded. Either ways, the executive cant be excused or exempted. Observations made from the key trends of human capital mention that ‘Only 30% of CEOs said they were confident that they would have the talent they needed to grow their organisation in the near future’. Companies have little idea or limited information behind the reasons of resignation of high-profiles despite digging on data available. At best, they turn out as conjectures and not conclusions. HBR.org offers insights in why employees choose to leave. Some of them aren’t sure of their call to quit, some chose to get out and some shunted out. If innovations are the guiding force of the future, then the best and brightest can’t be possibly let go just like that – which does happen when paths collide or for the sheer pride. Effective leadership is to know when to reign in and when to cut loose. Stop the flow and stem the tide. To influence beliefs and behavior to beget the best in result.
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