BENGALURU: Organizations and companies struggle to find out the reason behind attrition or switching of employees to other companies. A study by Dale Carnegie has come up with one conclusion about Indian companies—people don’t leave companies, they leave the bosses. The survey said that it’s not about money, it’s about a good boss, reports TOI

As per the survey, 13 percent of Indian respondents rated their immediate supervisors very poorly. The report said that the behavior and attitude of the immediate supervisor can affect employee engagement which may either result in some kind of good personal relationship or an irritating factor which one wants to get rid of.

Dale Carnegie training school was brought to India as a franchise by Walchand PeopleFirst. Pallaviu Jha, CMD OF Walchand PeopleFirst said, “What managers do, how they behave, what they say and, more importantly, how they say it affects employees' attitudes about their jobs and the organization as a whole. Employees who are unhappy and dissatisfied with their immediate supervisors are less likely to identify with the organization's vision and more likely to be absent or to resign.”

In India only 31 percent employees are satisfied with their current bosses, while about 51 percent of the entire workforce is ambivalent and 16 percent are highly dissatisfied with their supervisors. This survey shows that the engagement of employees in their job is not as strongly related to money as it does in case of intolerable seniors or supervisors. A very low percentage of those working in low price bracket seem to be disengaged with their work.

The boss should always take good care of the employees and not be biased and arrogant. A good, sharing, helping and understanding boss proves to be the favorite of employees.

Country HR Officer of Citi India, Anuranjita Kumar said, “Contrary to general belief, it isn't just money, status or power that keeps an employee committed. An organization needs to articulate and demonstrate its vision and ensure that all its key stakeholders are aligned towards this vision. From an employee viewpoint, this would translate into each employee relating to the organizational purpose and understanding the role they play in achieving this purpose.”

As per the survey the CEOs, COOs and executive directors lead the race with a high engagement level of 65 percent. The level of engagement decreases as one descends down the organization hierarchy, which symbolizes that engagement varies on the decision making roles one has.

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