Electrical Components

I can say for my last job it was 100% internal issues. No one likes to be given extra responsibilities, be told they aren't working hard enough because their department is understaffed then be given little or no raise with the excuse that well said manager reviewing you could have done 2x the work you did.

Every review a good quarter of the staff would hear this and just leave regardless of the economy.

Sometimes companies only reward people with salary increases and find out that long-term good employees tend to be elevated well beyond the upper limits for their classifications and then the company has a hard time convincing the employee that their standard of living cannot improve because they are at the top of their pay range.

Smart companies provide a bonus incentive system that depends on employee and company performance. Smarter companies not only have a bonus system for senior employees but a profit-sharing system for all employees.

I've worked for pay only companies and companies that allowed everyone to share in company performance. The companies that more fully share their success (and non-success) seem to have longer-term employees and happier employees. Of course those companies that shared, tended to be better communicators to the employees too. Not only because they had to explain profit sharing results but, I suspect, because company management was far more enlightened than normal.

Just my observation of 30+ years in Silicon Valley.

Sure wish that was the case in the midwest. As someone else said, every job I left was due to disrespectful management who did not know in the least how to do my job but thought I should be paid less than industry standard because they thought my job was a joke.

I work primarily in documentation with some technical illustration on the side. It takes a great deal of attention to detail and an ongoing knowledge of all deadlines and requirements and most engineers at least recognize this. I guess I should have wasted money in collage on unrelated required courses like my last boss who never actually designed a thing before becoming a manager instead of working my way up from the copy room. Oh well.

Brain drain from a country or company takes place due to wrong management or foolish managers who do not treat employees well but give undue importance for a few. If uneducated/unqualified people come to power there is always problems. Some countrymen go abroad even as refugees due to physical attacks which UN calls "internal affair" , "sovereignity" and "democracy (wish of the majority)". Those managers or leaders to be evaluated for psychiatric fitness before appointment but it cannot be prevented due to their wealth and cheap political popularity. In some companies engineers do not work more than an year or two and keep on changing jobs. The MD normally has a consultant to solve problems while the engineer's work too will be monitored by him

If you don't feel appreciated or even worse are berated by a poor manager...money isn't a factor.

Every time I've left a job it was do to disrespectful management. The pay increase that usually goes along with changing jobs is just an added incentive to make you feel better about your decision to leave.

Management has far more effect than the economy. The best employees can always find work elsewhere.

Micromanagement, managers who do not have experience in the work their reports do, continual staff cuts, constant increases in work load and minimal pay raises despite good performance do not make you want to stay!

The government via their labour office and ILO should monitor private companies regarding employee's rights as well as suitability of candidates for appointment as MD/CEO,directors,managers etc. Otherwise we will be travelling backwards towards the earlier wild west.

We just went through two years of brain drains. Lack of work provided the impetus for management to offer severence packages. Those very close to retirement (also with the most "brains") chose to leap from the fence for a chance to retire a little early while collecting 50 weeks salary. Last year and this year, we experienced workforce adjustments (HR speak for layoffs) in which they would accept applications for a Voluntary Reduction in Force (VRiF) and then they would hand out pink slips (Involuntary RIF) to attain the right workforce size (make numbers).

Not surprisingly, we lost decades of highly specialized experience, you cannot get out of any school and is VERY difficult to hire away from other companies. Even some young studs disenchanted with lack of "interesting" work, set off for "greener" pastures.

Loads of South African "brains" leave the country because of discrimination against white people and crime againt whites. Companies and privately owned businesses are forced to employ a % blacks even if none can be found with the nessesary skills....DO NOT MAKE THE MISTAKE TO THINK THAT MOST CAN BE TRAINED.

Incompetent black people only get the highest paying jobs,mostly with overlooked fake qualifications!. Specially any government jobs.

The average IQ of the worlds people is weaning.........on average, stupid people have the most kids.....and they BREED!

The same thing happens in multi racial countries in asia too, which got independence in 1948 from Britishers. The UN says it is internal affair and covered by sovereignty of states. Is UN serving its purpose?. Should it be replaced with "United Communities"?.

"7. No promotion ladder, especially in technical positions."

Ever the innovators, Texas Instruments addressed this particular problem by creating a second promotion ladder for their technical staff who wished to keep a hand in the technical side of things and/or and provide technical leadership, but without forcing them to abandon their First Love - Engineering - for more traditional administrative/management roles for which they might be (often are) less suited. In this way TI kept the best of both worlds. Seems to have worked out quite nicely for all concerned, at least at TI (one the best companies for whom I've worked, btw).

How was this possible?

It goes without saying that, in order to pull off such a coup, the executive management in any company must first: 1) care enough about their people to even bother envisioning such a plan and 2) have the cajones to pull it off no matter what the bean counters say.

The problem with bean counters is that they're often myopic in the extreme and so have great difficulty distinguishing beings from beans. Worse, valuing human beings as such even if they did notice the difference. Soul-less creatures, bean counters. Hell-fodder.