LONDON: The other day I bumped into a friend I had barely seen since he started doing quite an important job at a big bank. “Hello!” I gushed, eager to hear about life inside a business that, even by investment banking standards, had a knack for making news.Great ResignationFigures this month show 4.4 million US workers, or 2.9 per cent of the workforce, quit in April — up from a record-setting 4 million, or 2.8 per cent, in the same month in 2021.
A counter-offer seems obvious for a measurably proven star, especially if they are also stable, gracious and leaderly, which a lot of stars are not. If the newcomer is joining from a company in the same sector, reaching optimal productivity might take less than four months, this Oxford Economics research found. But that could rise to eight months for someone from a different industry; 10 months for a new graduate and a year for someone re-entering the workforce.Saying that, counter-offers can also backfire if not handled with care.
If the latter is the case, beware. A pay-based counteroffer that seems to have worked in January might have failed by April if the recipient gets another proposal from a more adroitly managed organisation. The offerer will have merely shelled out money to defer a problem rather than fix it.It is obviously smarter to find out what is driving departures and, if possible, pre-empt them by, say, setting up a system to alert flight risks about internal job opportunities.
Ftf
Surprisingly it's not what the healthcare suffering from. Surprisingly despite the lack of staff. Management is threatening to fire them.
But by not offering the pay rises doesn’t this signify a greater wrong? If the person has really lost out previously on pay rises, shouldn’t he get some part of it in back pay?
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