The real reason behind people quitting after 1 or 2 yrs is the incompetency of the people immediately above them.
If a newbie is smart.. then he/she would never want to be under a foolish TL... or a not so smart manager.
The boss should always be smarter, sharper, more knowledgeable. Infy has too many incompetent people up the ladder... and nobody wants to be under an incompetent leader.
dont curse infy guys.. if you are in infy.. thats your level.. thats what you deserved... when nobody gave you job... infy gave you one... so infy and you are at same level
Work culture is good however when it comes to appraisal and promotion there is no transperency at all and many a times the issue of favouritism comes into the picture . I worked for 9 years with Infy and left because of some incompetent people who always favoured their own native people .
I completely agree. Employees will eventually choose job satisfaction and personal growth over money.
Much has to do with how a particular person/worker is treated by his immediate manager/TL/supervisor.
IT companies should consider this on priority and must keep a closer track to avoid hostile environment in office. Company policies are to be modified keeping general employee welfare not only the managers and consultants.
New Talents will stay if and only if they are given a fair chance to grow. And with 'grow' I indicate personal and professional satisfaction,well treatement, recognition of good work and not undermined at all.
Why Good Employee Leave? (look for an article by David W Richard)
A study came up with the surprising finding: If you're loosing good people, look to their immediate supervisors. More than any other single reason, he is the reason people stay and thrive in organization. And he's the reason why they quit, talking their knowledge, experience and contacts with them. Often, straight to the competition.
"People leave managers not companies" write the authors Marcus Buckinggham and Curt Coffman " So much money has been thrown at the challenges of keeping good people-in the form of better pay, better perks and better training-when in the end, turnover is mostly a manager issue."
If you have a turnover problem, look first to your managers and supervisors.
Beyond a point, an employee's primary need has less to do with money, and more to do with how he's treated and how valued he feels. Much depends directly on the immediate manager.