{ "media_type": "text", "post_content": "Difference of thinking between HR and Employee. \n\n\nHR thinks why to retain existimg emplooyee with 70% hike if i get new resource in 30 % addtional cost d and employee thinks why to loose 40% if current company gives you 30 % and switching give u 70 %\n\n\nfact : when an employee leaves ,by seeing that employe his project members started job searching and started leaving within a year \n\neventually hr losses for per candidate 30% .\n\ni saw it in all companies. so retain employees even with 70%", "post_id": "60fd3edf51f7c6002ad97c23", "reply_count": 7, "vote_count": 10, "bowl_id": "603bffa1824b0d002258e515", "bowl_name": "Deloitte USI" }

Difference of thinking between HR and Employee. HR thinks why to retain existimg emplooyee with 70% hike if i get new resource in 30 % addtional cost d and employee thinks why to loose 40% if current company gives you 30 % and switching give u 70 % fact : when an employee leaves ,by seeing that employe his project members started job searching and started leaving within a year eventually hr losses for per candidate 30% . i saw it in all companies. so retain employees even with 70%

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Hahah. This is so spot on. Our team at KPMG of above 60+ resources was overworked when lockdown started (March 2020). Till June we were aware that by any which way our team is not impacted since it was PE related work, moreover we saw more workflow. Around October time even Leads/AMs started complaining about burnout to director in team meets openly. Director who thought what will they do in mid of pandemic, to his suprise more than 60% of team left for better roles including Manager, AM, Leads and Associates. Now when it's becoming hard for them to stop this big resignation fiasco. They are hiring new sources with higher pay. Here, Few people were really frustrated and hence they switched rest switched just out of FOMO.

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Spot on. Not just project members, even other colleagues/professionals within their network.

Stupid hypothesis. When companies give someone a 70% raise, they have to tell their " friends" who would still be getting ready to leave. Better to hire 5 at 30% vs giving out 70% to 5 😀

I was just using the datapoints OP presented in the hypothesis. Good luck to the market to be able to give out 50% raises to almost everyone at Deloitte after revisions.

Its true for all big4 companies. My 80% of team is new. I see two important factors of job switch trigger- when influential person in team change job and second when some whistle-blower resigns and get 150%-250% hike

Whistle blower - care to explain that term? Do you mean someone leaving with very good hike?

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