• http://twitter.com/HR_Analyst Tanuj Poddar

    i think a point of concern is also that we the focus was less on understanding the aspirations of the workforce and rather more on trying to discipline them using the stick and carrot method.

  • Rachel Armont, SPHR

    Any time an organization asks applicants to sign a document agreeing that they will stay with them for “X” amount of time (especially as a contingency of employment) it sends off warning bells. I would research the reason behind such a practice. Is their turnover rate so high and out of control that they had to take drastic measures? If so, what is causing the attrition? Was this the best solution? It seems to me they’re treating the symptoms rather than the cause.

    I’m trying to imagine the meeting that took place between the leadership team on how to address turnover with this as the outcome. What insanity led their CHRO to sign off on this horribly misguided attempt at a retention strategy? Was there no one in the room familiar with organizational change concepts? Or in touch with reality? Was something in their water pitcher?

    I would be more understanding if this was a small company whose HR department consisted of an AR clerk and a 2-drawer filing cabinet, but when large organization makes a mistake of this magnitude all I can do is scratch my head and wonder: what were they thinking?