|image courtesy: Saravana Kumar Murugan|
If you face any difficulty in reading/viewing the image, here it is for you…
The problem in Software Industry – Management is ready to give 100% hike or even more than that to lateral entrants, who are ready to join their concern, but thinks a billion times to give 10% hike to their own loyal talented hardworking employees; “Damn!”
If they cannot make their sons and daughters happy then how could they assure or guarantee the happiness of their daughter-in-laws or son-in-laws? Do not let your sons and daughters to be bought, by someone with a price… and please do not sell yourself… ask your heart what you want, address the problem if any, there will be ears to listen, if words cannot help, then what else can?
Give it a thought…
PS: “An idle mind is the devil’s playground” Nah, “An idle mind is the playground for self-realisation!”
After posting the above image on Facebook, I was flooded with messages, few comments, and likes because people are not ready to open up on facebook. This is the issue behind the Indian Software Industry; they never try to address their problems, and finally, they change the company as default solution; some by chance, some by external pressure, which is never a solution, in fact, I’d call it as escapism. Why no one could change this trend?
Recently, I read an article about employee resignations (here) which was quite shocking; around 8k people quit in Q1, and the reason they claim is sterling appraisal, as they felt dejected after they got to know about their poor pay hike, even after being loyal to the company for four years, which is not at all easy to decide.
What pushed them to quit? Poor Salary Hike? Of course it is, because nothing else can be the reason – better salary, better profile; but why not decent salary pay hike, and decent profile progression in the same company. ??? Why this never happens in Indian MNC’s?
Why does management consider an employee as important resource only in the exit interview and why not during an appraisal discussion? Why do first resignation is considered as benchmark for onsite travel and why not their past performance? Why this shit happens everywhere? Do we have a solution for this?
I could find only questions to write, but not the answers! Will someone or I be able to answer this someday?
PS: This post will be updated based on views I gather from facebook and also with experts talks.. Stay tuned!
Share, Tweet, Pin, or Email the post and ask the question to the person whom you wanted to ask for so long.. Let them answer.. Let’s bring some change… If not us, then who else?????