Is “pH” value of Attrition high ?
Attrition Analysis is the “Black box” for retention, and every Organisation ,and HR professional do this analysis very meticulously soliciting and assigning the best possible reason as to why employee's exited.
This Analysis has become more ritualistic, where Top five reasons for exit is almost classified as – Dissatisfied with- Job, salary, Career, Manager, and Higher studies, and sometimes respondents use “personal” as reasons for exit.
In chemistry, pH (potential of hydrogen) is a numeric scale used to specify the acidity or basicity of an aqueous solution.
So, in Organisational Behaviour pH – can mean – “Professional Hurt” as coined by Ruby Macksine Brown (2014)
The term “professional hurt” strongly resonated with all respondents as the exact phrase to the reason for their exit in the study.
Professional Hurt is emerging as major reason for exit of Leadership professionals !
Professional hurt is caused by Boss, peer, or colleagues ., directly or indirectly associated with, during formal or informal interactions over a period of time through series of interactions.
Also Professional Hurt is more painful than just feeling hurt or frustrated, as it tops all other emotions experienced at workplace. “ the mental and emotional pain encountered that violates one’s professional dignity and self-respect and shatters his/ her self confidence “.
The findings suggest that professional hurt is a combination of the deep hurt a person experiences as a professional, pooled with the undermining of his/her sense of professional pride, dignity, confidence, capability, credibility, and worth as a leader- rejection/ devaluation and humiliation.
Professionals hurtful and humiliating experience are sometimes stretched over a period of time, there is actually an identifiable point at which professional hurt occurs. The findings suggest that professional hurt is not necessarily a planned attempt to destroy a leader, but the result of a poorly managed Ecosystem and Culture in the Organisation.
Incivility at workplace - pls . click the link below
https://hbr.org/2013/01/the-price-of-incivility
Does this give a new dimension for Attrition Analysis ?
Organizational Development | HR Business Partner | Inclusion Ally??
3 年Glad to know the concept of PH in orgs.
We work to establish Accountability in Groups and Individuals to drive Productivity and Engagement
7 年A fresh perspective on the topic. When we look at the FIRO theory beyond FIRO-B, we find factors that resonate with what’s highlighted in the article. Ignored- Humiliated - Rejected are the three core issues related to self esteem. Through behaviours when a person experiences these he will feel Professional Hurt. At Barefacts one of the programs we talk about this is The Human Element, from The Schutz Company. Building a culture where I place of those three how can we inculcate behaviours that promote : Significance - Competence- Likability.
Creator - 'New World People Leader', Author, Moderator - Harvard Business Press, Course Leader - Caltech Executive Education, Faculty - The Fast Future Executive, Co-Founder SDF, Advisory Boards
7 年Not Sure, Mahesh. Is this just a fancy term being used to describe the innumerable studies done on the subject and all pointing to one major cause. The R square points to the biggest element - Supervisor, if that element is in control the whole equation changes. The biggest reason continues to be supervisor behaviour across the globe.
Recruitment professional - Deloitte
7 年Good point raised,
Vice President - Human Resources at KEI INDUSTIRES LTD
7 年Very well articulated. Co-relation between chemical pH and organizational is amazing.