Greetings!
Recently I met a couple of freshers, who told me this blog had motivated them to join the LPO industry. That is good to hear but also guilt-forming since I have been neglecting writing for some time. I have also neglected to answer another blog reader, Varun Dixit an advocate practicing in the Mumbai High Courts, who wrote me saying he appreciates my blog and would like to know what to do to join an LPO in Mumbai. Varun, some earlier blog posts here will tell you all you need to join an LPO. A simple Google search will provide you with a list of LPOs in Pune and Mumbai. All of them have websites with pages where you can post your resume. After that dude, you just walk in. Let me know how it goes..
Recently I met a couple of freshers, who told me this blog had motivated them to join the LPO industry. That is good to hear but also guilt-forming since I have been neglecting writing for some time. I have also neglected to answer another blog reader, Varun Dixit an advocate practicing in the Mumbai High Courts, who wrote me saying he appreciates my blog and would like to know what to do to join an LPO in Mumbai. Varun, some earlier blog posts here will tell you all you need to join an LPO. A simple Google search will provide you with a list of LPOs in Pune and Mumbai. All of them have websites with pages where you can post your resume. After that dude, you just walk in. Let me know how it goes..
Which brings to mind attrition and small LPOs.
Every business is aware and wary of the effects of attrition. And to small firms, even a small percentage of attrition may spell doom. In India where our no-poaching laws are non existent, poaching from smaller firms by the Big Daddies is rampant. Employees in small firms have received usually received intensive, personalized training and exposure to a variety of legal work. Large multinationals offer these employees the lure of a higher salary, superb infrastructure, pick and drop services and a brand name, all of which is of course, irresistible to most young professionals.
Small firms however, can control attrition, at least to some extent, by dealing with bad managers, inequalities in salary, providing work recognition, fair appraisals ; and most important of all, maintaining free and open communication at and between all levels. This not only gives an opportunity for voicing opinions and grievances and clearing the air, but can provide insights about the way the company is functioning, and fresh ideas for growth. Most importantly it creates a sense of belonging among employees and fosters loyalty to the company which prevails when the bogey of attrition looms.
There is also reverse attrition.
In many cases, within months of working for a large company, the reality of 12- hour working days, long dreary trips in cramped cabs, the impersonal atmosphere, and the intense pressures imposed by driven managers, proves too much and many who left smaller firms long for the snug feel of a smaller office, the better hours and fewer job pressures. If these employees have been let go with no bad feeling, they want to return. That I suppose is the opposite of attrition, or may be, contrition?
Rosemary
There is also reverse attrition.
In many cases, within months of working for a large company, the reality of 12- hour working days, long dreary trips in cramped cabs, the impersonal atmosphere, and the intense pressures imposed by driven managers, proves too much and many who left smaller firms long for the snug feel of a smaller office, the better hours and fewer job pressures. If these employees have been let go with no bad feeling, they want to return. That I suppose is the opposite of attrition, or may be, contrition?
Rosemary
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