Showin’ the doors to employees, retaining talent

☠ Caution: Everything in the following content is general and does not account for any real life history. Period. Copyrights reserved. Subjected to realty and employee elementary.

Let me talk as an employee because I’m the one. Going anti-clockwise, human race has evolved their skills to retain talent that comes in the shape of a fellow human. For ages management is miffed at retaining their employees, so that talent is not wonky from its rightful place.

It’s not one good reason, two or three or 10 reasons for an employee to quit an organization.

“Oi, poor sod is a hardworking, but not a team player!”

Agony Aunt: What happens if one of the employees is marked down for her personal problems with other employers? Management preaches team playing, but they build walls in between teams.

Also, there’s a LOC (Line of Control) b/w hurting and pulling one’s legs. Ever-willing to retain talent? Then broaden work culture, instead of clinging to a primitive culture whee!

“Oh lassie! You’re to going to march the entire thingy, as we know you’re capable of doing it ;)”

Agony Aunt: A grown up is good enough to get that she’s going to botch it up. When two more hands are needed to accomplish it, how would one expect an employee to chuff of the entire crowd with his talents?

“Aye, aye! I’m sure he knows bob’s his uncle”

Agony Aunt: Five thumb rules go with career entrepreneurship--ethnicity, diversity,culture, gender, knowledge.

When a fish monger doesn’t know how to prune eel, he wouldn’t be able to preserve and cook tuna. Talent retaining happens with a supervisor, who’s well-versed at learning about the subject.

(Pictures courtesy: various sources)