Switching Behavior of Employee in It Industry

Switching behavior of Employee in IT industry

Employees want to be informed by their leaders (and not the media or the grapevine) about the company's important "big picture" visions, strategies and developments.

The employees want to know that their individual activities and talents make a difference to the company's business, and they expect their leaders to be able to articulate how their daily activities fit into the company's big picture.

Employees want accessible leaders who not only talk, but listen too.(managers should regularly meet with their team members to exchange crucial information, answer questions and invite input).

Open communications must start with senior management and cascade throughout the entire organization.

Employees also want to contribute their own leadership skills to the organization's success, whatever their titles or positions may be.

They want to have input into the processes and participate in decisions that touch on their jobs.

They want their efforts to be noticed and appreciated.

Most employees look first to their direct supervisors for daily direction, recognition and appreciation.

An old adage says, "Employees don't quit their jobs; they quit their bosses."

Employees want training, career development and advancement. Most people do not stay in jobs they do not know how to do and do well. Training and development of employees tells them that the company cares about them. Companies shouldn't overlook its own content experts who can provide inexpensive training on areas of their expertise. That serves two goals: providing a development opportunity and recognition for the trainer and needed information to those who attend.

Employees want the company to recognize and respect that they have lives, interests and demands outside of the workplace. Job sharing, part-time and modified schedules; telecommuting and flextime are all structural alternatives that, in appropriate circumstances, can be powerful retention tools.

Flexibility and choice in benefits are likewise important.

Some employees are motivated by on-site or subsidized child care;

others are more interested in on-site exercise facilities or health club memberships;

others need assistance with elder care;

others may want an allowance to pay for their cell phones.

Many employers are abandoning strictly defined categories of sick, personal and vacation time, opting instead for more flexible Paid Time Off policies that give