Industries
Why manufacturing employees leave and how to understand why
Operators, technicians and supervisors leave for reasons that sit in shifts, skills and supervision. How to ask, read the pattern by shift and act on it.
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GullyHR Blog — page 10
HR Insights and Guides for Indian Businesses
Practical writing on HR process, management, training and software for founders and HR teams at Indian startups and growing businesses.
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Industries
Why agency employees leave and how to understand why
Creatives, planners and account teams leave for reasons beyond pay. How to run an exit conversation in an agency, spot patterns by account and act on them.
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Industries
Why NGO and social enterprise employees leave and how to understand why
Staff at NGOs and social enterprises leave for funding, field and workload reasons as well as pay. How to understand why, listen early and act.
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Industries
Why pharma and life sciences employees leave and how to understand why
Why people leave pharma and life sciences roles, and how to ask about qualification, shifts, territory and quality culture in an exit conversation.
7 min readRead article
Industries
Why professional services employees leave and how to understand why
Why associates and managers leave consulting, accounting, legal and advisory firms, and how to ask about progression, workload and partners at exit.
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Industries
Why retail employees leave and how to understand why
Why store staff and managers leave retail jobs, and how to ask about rosters, weekends, targets and incentives in an exit conversation that leads to action.
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Industries
Why security guards and supervisors leave and how to understand why
Why guards and supervisors leave security agencies, and how to ask about duty hours, relievers, pay timing and site conditions in an exit conversation.
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Industries
Why telecom employees leave and how to understand why
Why field engineers, network operations and installation staff leave telecom jobs, and how to ask about on-call, travel, targets and growth at exit.
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HR Management
Why employees need clear expectations before performance reviews
A review can only judge what was agreed beforehand. How to set expectations that are specific, written and revisited, so the review stops being a surprise.
5 min readRead article
HR Management
How to set meaningful goals for employees
Goals fail when they are copied from a template, too many or unrelated to the work. How to set a few goals an employee can see, influence and be fairly judged on.
4 min readRead article
Training
How managers can give useful feedback
Useful feedback is specific, timely, about the work and followed by a next step. A practical method for managers, with phrases to use and mistakes to avoid.
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HR Process
An employee offboarding checklist for knowledge transfer and handover
A practical offboarding checklist for the notice period: what to capture, who receives it, what access to remove and how to check the handover before the last day.
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