People join organizations and leave bosses - a paradox revisited

There is a general thinking that people leave their jobs because of their bosses and get attracted for organizations and pay packets. However , studying a few case studies has a contrarian result and other prominent reasons were also evident . Some of the case studies are below,

Case 1: Avinash comes from a background where govt job is considered pinnacle and one employed as class I officer under govt of India is revered like demi god and served as role model for the society. He was bright with strong analytical and logical mind and at the same time having special ability to understand the abstract matters. With his background and abilities , he easily made to a respectable government job and everyone including his parents were happy. For first Couple of years, he made long strides in learning. He also had a good boss, who motivated him to learn and execute. However, the external world was changing much faster and some of those with whom he grew up were taking even bigger steps outside.He tried to take longer steps in his environment but there was no space available . His boss soon realized that he is getting restless and tried to support and give him more opportunities but they were far and few for his strong wings. After spending some more time, on the very first opportunity , he spread his wings and said bye bye to socially hugely acceptable position .

Case 2:Ranjan has joined a reputed private sector enterprise. It had strong brand presence and also considered as semi government organization because of secure working environment. People crossing over generations were working there. The life was calm with limited pressure , open culture for experimentation and 9-5 work life with plenty of time to spend with family.He was doing exceedingly well, getting constant recognition and had a supportive boss too. The organization thought he can do much more and offered him more responsibility in a newer areas. In the process, he got another boss. The boss wanted to get more out of him and exploit his capability. But his style didn't suit Ranjan who wanted lesser control. The relations become stranded and Ranjan thought he can no longer work with him in the new role as his previous role was better . He started looking out and went to an organization which gave him role akin to his previous role to become more comfortable.

Case 3:Deepak was an extrovert personality who loved talking and interaction. Since college days, he was always in forefront of activities and leadership was a natural instinct for him. He was doing quite well as leader . However, peer pressure made him to take a decision to get into a completely new dimensional work. The role demanded sitting behind , troubleshooting, resolution and move on to the next problem. The only person available to interact was computer. He found himself in aquarium, where other fishes were also wandering like him. They were colorful and energetic but in close door just doing the routines.He had a robotic boss, whose only job was to assign work , take status report with only mission of closing issues. He thought his personality is getting lost and he should not continue . He started looking out for something which is more dynamic and requires more human interaction. Within few months , he was on his way out for his dream . Case 4:Akash landed in a organization with a job which many would have dreamt of from a distance. Enviable salary, smart co-workers, swanky office - an atmosphere normally shown in advertisements. Opportunities to travel abroad and work with white skin made it look even more impressive on first count. He had a boss who on a drop of hat, use to take his team for a beer party with unlimited enjoyment. However, after six month he found himself doing nothing sensible as work didn't offer him any opportunity to learn, experiment and enhance skills. The hollowness starts creeping in and individuality missing. After first year, there was another big increment , a sponsored holiday and lavish party .He pondered, where this is taking him? Is he acqering skills? What would be he doing next? Perhaps, the system doesn't had any answer and he got frustrated . Finally, one fine morning he was standing in front of his boss with his resignation letter.

Case 5:Ramesh had joined a very successful organization which was doing excellent business and within five years of its baptism, it had become most sought after stock among the brokers. The "wow" factor was there on everyone's lips when they heard of Ramesh joining this firm. But immediately after joining the firm and spending a couple of months, Ramesh had become few years older, fatter and introvert. The pressure of goals and growth was clearly evident on the face of all employees working there. The bosses talked only numbers, there was no meaning of office time and the employee engagement activities were mechanical.Even with hefty salary cheque and "wow" factor of brand, Ramesh no longer wanted to continue.

Case 6:Pankaj was a hardworking and ambitious fellow who had risen through the rank and wanted to reach to the last stone in same steady manner. He was a confident individual and got into a good position in a little known organization. An extremely supportive boss, amicable environment, lots of opportunity to experiment and learn and sufficiently well earned bank account in the month end made it a ideal work place. This could have been easily termed as great place to work on these parameters. After spending a few years, Pankaj inner ambition become prominent. He looked for further growth but organization was dwarf. The previous years results doesn't augurs a colorful picture for tomorrow. There was no organic or inorganic growth visible. After a long arduous effort with various placement agencies , one day he said bye to most lovable boss and friends.

If we read all the above cases, the theory of "people leaving bosses and joining organisations" will simply vanish. There are multiple reasons other than the organisation (brand and salary ) and boss which influences the exodus , a few of them could be

• work life balance
• career opportunities
• organization growth
• learning or skill enhancement opportunity
• flexibility of working
• internal work environment
• fitness of the job role vis a vis individual interest and capability.

The role of organisations are becoming more and more difficult as retention cannot be sole responsibility of the bosses or line managers alone. There are collective reasons and each reason has to be constantly validated against each individual. On the other hand, It cannot be a common fit for all. Each individual has some common and some specific needs which requires attention. The fallacy of standard pitch for attracting and retaining talent doesn't work. Neither, the theory the people join organisation and leave their bosses.HR and organisation strategy makers have a lot of food for thought perhaps...