#634
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Context:- This image from my friend prompted the blog.
So True!! I wonder why??? More so horror in past 20 years!!!
Ever notice how Indian companies suddenly discover your “stellar performance” the minute you drop your resignation letter? A friend shared this image that hit me like a truck: “Managers only discuss your best work when you resign—not during appraisals or salary talks.” Bang on, right? It’s pathetic how corporates here sleep on talent until you’re halfway out the door. No succession planning, no retention tricks—zilch. I’ve lived this, and it’s high time we called it out.
My Dance with “Flight Risk”
Back in 2008-11, I was labelled a “high flight risk”—fancy way of saying “this guy might bolt.” They slapped on some “golden handcuffs”—extra perks in addition to performance bonus, to tie me down. Worked smoothly. (Truth be told, I was even surprised when retention bonus was offered, my boss was an awesome army major, no way I would have left him! Oh yes I bailed out 2012, with his blessings, that is why we now catch up on call, every month since 2012 with last call in Feb 2025) Then, rewind to 1994: I was killing it, but couldn’t be promoted. Instead of a “too bad” shrug, my company (a rare smart one) sent me on a 4-week learning spree—Switzerland, UK, Germany. Cost them lakhs, but it kept me hooked. Next year? Boom, promotion. Why can’t Indian companies think this way?
The Big Blind Spot:- Most Indian firms don’t even know “flight risk” is a thing. They’re too busy chasing quarterly profits or pinching pennies to care. Succession planning? Good luck with that—nobody’s grooming backups. Retention? They’d rather hire a cheaper newbie than keep you. Here’s why they’re stuck:
- Short-Term Obsession: Save now, cry later. Why invest in you when you might leave?
- No Global Gyaan: Old-school bosses haven’t seen how MNCs roll—your growth is their win.
- Hierarchy Over Talent: Loyalty beats skill. Stuck till the boss retires? Suck it up.
- Chalta Hai Vibes: “It’ll sort itself out” is their mantra. Planning? Too much hassle.
- HR’s Just Paperwork: Strategic HR? Nope. They’re drowning in PF forms.
The Resignation Drama That image nails it—resign, and suddenly you’re the star. Appraisal time? “Good job, take 5%.” Salary revision? “Budget’s tight, bhai.” But wave bye-bye, and they’re showering you with praise and counteroffers. Why not show that love before? It’s like watering a plant after it’s dead.
How They Could Fix This
Indian companies need a reality check. Here’s what they could do:
- Spot the Restless: Track high-performers or the ignored lot before they’re out.
- Plan Ahead: Groom backups for key roles. Tata and Infosys dabble—others should too.
- Retention That Works: Can’t promote? Send folks to a leadership gig or overseas stint. Worked for me in ’94! Send to life changing workshop, costing a couple of lacs of rupees. Peanuts is cost.
- Real Appraisals: Reward stars now, not at the exit door.
- HR with Power: Let HR flag risks and push plans, not just shuffle papers.
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