There is immense potential in exploiting niche markets from the music industry (the iPod revolution) internet technologies, the self publishing industry and many others. The same logic can be applied to the job market wherein increasing number of people are shifting from the top notches to small, creative firms at the need of the long tail. Yet, before one makes the shifting decision, how it will reflect on the CV is a constant botheration. A few decades ago, people would never think of changing jobs.
Attitudes towards job shifting have undergone massive changes with the IT and BPO sector boom in India. Many organizations used this opportunity to hire from competition. They were willing to bear the cost and pay 20 – 30% higher salaries to these employees, who found an inventive to shift. This has led to a downward spiral because many companies hired anybody and everybody. Demand and supply were the ultimate determinants. Good people could not be in the right places. Shifting jobs becomes necessary at times. Two extremes are seen: first are those who continue to stay in the same job even if there is no growth opportunity for they do not want to take risks involved in a new place and secondly, those who shift jobs every now and then. People must identify the right opportunity for themselves.
The right question to ask then is how a person can identify the right opportunity so that unnecessary job hopping can be kept at bay? The most important thing is to know yourself and your aspirations, especially before you give up your first job. If you join the right organization, employment becomes enjoyment. One should never quit when one is down as at that moment, you will be called coward. One thinks of quitting while dong well. Critics of the one job philosophy point out that it keeps you away from knowing what is happening in other companies but with improved channels of information you can do this even while working for one company. At the same time, staying in a wrong job can be like holding on to a bad marriage. It doesn’t make sense. In some cases, there is no alternative but to change one’s job. Though it is longer being looked down upon as it was two decades ago, there is a limit. You can’t expect to shift the jobs in a short time period and not lose your credit worthiness in the job market.
At a basic level, the best anti-poaching policy works on internal value rather than external. Organizations should focus more on creating compelling reasons for any employee to stay, such as opportunities, challenges technologies, business excitement work environment and culture. Organizations need to create an environment where employees feel valued, appreciated and useful. This approach helps to have some basic honor agreements in place and also gives time for a new employee to understand the organization and its culture. Employees may take up to six months to get a good feel of the organization, work and the environment. In this time, it would be nice to try not to poach anyone. The requirement is the implementation of professional best practices rather than a strict anti-poaching policy at the workplace.
As per section 27 of the contract Act, no control can be imposed on any employee, after he / she has left the job or has been terminated. Instead of having anti-poaching policies, employers should spend efforts towards creating an environment conducive to employee retention. Employees having decent pay, great benefits and job stability are less likely to be attracted by poachers. A comprehensive process that aligns proper employee desires and needs with company culture, structure and business strategies is the need of the hour.
Policies is general provide an organizational framework. However, practice implementation is the most important aspect. The same applies to the anti- poaching policy as well. An organization can formulate policies but the crux is following them and believing tem as a part of the organization’s overall structure.