1.

What is the problem in the case in terms of talent attrition or challenges of retaining
talent?

Ans: The organization saw unexpected growth over the last year. Even though the company was
performing well & getting new and bigger projects, there were some issues they faced while
maintaining the satisfaction of its employees. With the growth that the company saw in terms of
the workforce also forced Dipesh's hands to promote their older employees to the roles, they
were not prepared for. Including around forty employees did not help the organization maintain
the organizational culture. Also, the selection process was compromised due to the lack of the
salary width of the organization. The recruitment team did not have enough budget to hire from
premium institutes, and being a growing company, and it also struggled to attract top talent from
the available pool of candidates. The employees were getting paid less than the market standards,
which also affected the leading time of the various projects. The exponential growth in the
company also affected knowledge transfer within the organization, which affected the career
growth of the organization's employees.

1. What is the cause of the problem?

Ans: Dipesh was forced to make tough decisions and fasten the organization's growth strategy.
Ram, Rohit, and Ravi, who graduated from different IITs, were supposed to work on technical
projects. However, within a gap of one year, they were leading a team of fifteen each—the rapid
growth of the organization's engagement with its employees. The recruits were not getting
enough time to gel into the organization before getting more and more responsibilities. The
organization failed to maintain track of the employee's performances. The performance metrics
were also not evaluated properly by managers as well. Managers also refused to rate and rank
their team members as they assumed it would create parity within the team and result in a higher
attrition rate. The higher attrition rate will add more responsibilities for the managers who have
to hire and train the new employees. Ravi, Ram, and Rohit were promoted so early in their career
that they lacked the managerial skills to handle their subordinates. Due to the lack of managerial
experience and added responsibilities, they failed to maintain their work efficiency. They were
made to work on a job they were unprepared for. They were unable to monitor their team's
performance as they were more focused on getting results from the team. There was a lack of
knowledge keeping and transfer within the organization. The human resource team was also not
keeping an eye on the employees' progress. The lack of cross-department communication also
resulted in adverse selection in a few cases.

1. What can be done to solve the problem in the near future?

Ans: The organization can change its business strategy to align with its growth in the workforce.
The company should focus on reducing the power distance within the organization the make the
work culture more employee-friendly. It also helps in maintaining a healthy work culture in the
company. With more interaction, there will be transparency between the departments. Employees
will have more clarity about their and the future of the organization. Dipesh needs to recruit more
managerial candidates to reduce the workload from Ravi, Ram, and Rohit, who can later focus
on the technical projects rather than managing a team and handling the customers. They were not
sanitized about the responsibilities of a manager. So having more people in the organization with
managerial experience will help the company maintain the quality of their work and the
employees' work efficiency. So keeping track of previous projects' work will help fill the lack of
knowledge transfer.

1. What should be done to avoid those problems in the future?

Ans: The company needs to be flexible with its policies. The rapid growth resulted in a change in
the company's business strategy over the year. Dipesh needs to address these employees'
insecurities and also to reassure them about their future in the organization. The HR department
is required to have succession planning for its employees. They need to be more flexible with
their payroll to attract a better talent pool. The lack of managers also resulted in bad management
in the organization. Dipesh should focus on hiring managerial candidates with past turnover
experience.