Oct 29, 2024 10:42 AM IST
A submit by a job search coach about an Indian supervisor who needed to label an worker an “attrition risk” for leaving the workplace on time has gone viral.
A poisonous work tradition can considerably influence worker morale, productiveness, and general job satisfaction. Usually, managers play a vital position in shaping this setting. One such incident was not too long ago highlighted in a LinkedIn submit, and it has ignited a dialog. This story paperwork two totally different gestures of two managers in direction of their workers.
A job search coach’s submit on an Indian supervisor contemplating an worker “attrition risk” has gone viral. (Unsplash/lucabravo)
Sumit Agrawal, whose LinkedIn profile says he’s a job search coach, shared the story. “When an employee started leaving work at 6.30pm, my manager asked me to flag him as an attrition risk. I thought this surely must be some crazy predictive analysis stuff and asked him about it. ‘Well, he seems to be disengaged. Earlier he used to leave late but since last few weeks he hasn’t been responsive after work hours’,” he wrote.
He then added how he approached the worker and requested what was occurring with out creating any panic or letting him know what Agrawal’s boss had requested him to do.
“Many managers don’t realise that people have a life outside of work as well. The unrealistic expectation of being always available has sadly been ingrained in work cultures,” he wrote as part of his share.
Check out the complete submit right here:
Sumit Agrawal’s submit created chatter amongst LinkedIn customers, with some suggesting what extra may be finished to alter a poisonous office.
Right here’s what netizens wrote:“Managers should be evaluated”
“Managers should be regularly evaluated on their ability to plan work, manage resource allocation, and handle behavioural aspects within their teams. This evaluation process should be driven from the top levels of the organisation. It’s crucial to monitor workplace toxicity, and every HR department should implement a toxicity index for each manager and team. This index would help assess team performance in relation to the manager’s capacity to foster a healthy work environment,” instructed a LinkedIn person.
“So what happened next? Was he fired?” requested one other. “Why would he be fired? The manager felt he was an ‘attrition’ risk, means he might leave because he seems disengaged. Nothing to do with firing,” Agrawal replied.
“Different work cultures”
A 3rd wrote, “It all depends on the CULTURE at work place. How many managers give higher ratings to those who deliver SAME (if not better) results, compared to those who work long hours and available, after work hours?”
What are your ideas on this profession coach’s submit?
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