Sameer Naik’s Post

Employee Attrition Hurts ! In our very early stages, 1) We hire a resource & they quit with no reason. 2) Hired resource will take often leaves 3) No commitment with the resource for the delivery 4) Ask for frequent hikes 5) Expectation doesn't match This becomes a huge pressure for the business owner who handles all verticals. We realised and make sure what they look for & we give that back instantly. After realisation, Our employees 1) Became our extended family 2) We care them, they care us 3) Respect what give them while onboarding will be same when they doing their exit 4) Became more accountable & Responsible We always say, People are more than anything. #saitechnosolutions #employees #onboarding

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members. This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward. As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members. This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward. As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members. This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward. As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

I love an article that gets straight to the point. We don’t even need a TL:DR here: The era of quiet quitting is over. Employees are no longer jumping around from job to job. That means that this is the best time to focus on your in-house talent. Invest in your employees. Give them personalized development that helps them upskill in the specific areas that bring them and the company value. https://lnkd.in/gGgGZRzK #LearningAndDevelopment #TalentManagment #QuietQuitting #PrecisionSkillDevelopment #PrecisionMatters #HRManagement #HRBrew

🔍 Exploring the phenomenon of "Quiet Quitting" during the Great Resignation 🌐. In this era of unprecedented career shifts, some are choosing to exit silently, prompting reflection on workplace dynamics and the evolving nature of employee disengagement. Let's open up the conversation about the subtle signals and unspoken reasons behind this trend. #GreatResignation #iShiftx #WorkplaceTrends

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members. This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward. As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members. This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward. As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members. This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward. As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Employee disengagement can rear its head in many forms, including #QuietQuitting. As #HR professionals grapple with this hard-to-detect behaviour, it is important to institute changes to address these issues and re-engage your #talent. Here’s how: https://bit.ly/3NPGW6g