MT-Term 05

CASE SUBMISSION – Creating new challenges for Old talent

SUBMITTED TO: Prof. N.M. AGRAWAL

SUBMITTED BY: Group 4

Tirtham Mukherjee,
Suraj Kumar Sahoo

1. What is the problem in the case in terms of talent attrition or challenges of retaining
talent?
The problem in the given case can be divided into some specific points:
a. The company is struggling mightily to find enough people with the skills necessary to
keep its operations running properly.
b. The corporation pinned all of its hopes and ambitions on a single employee by the name
of Venkat, and when he fell short of those expectations, the company's situation became
even more precarious.
c. During the course of the new project, they were forced to let go of several long-tenured
and reliable employees. These workers had been responsible for the upkeep of an older
version of their most successful product (the block storage division), and their departure
created a major problem for the company's ability to keep their previous standing with
customers.
d. The organization did not have any system in place for the correct delegation of tasks.
e. Because its present workers do not have access to career planning or a clear path to
promotion, there is no incentive for them to remain with the company. As a result, the
company is losing people.

2. What is the cause of the problem?

In this particular instance, we came to realise that the firm was suffering financial losses as a
direct result of a decrease in the number of competent workers on staff. If we delve further than
we are able to, we will find the following:
a) Because the organization does not have any career succession planning for their
employees, the primary protagonist of the case, Alex, is not gaining crucial positions
even though he is qualified for them.
b) The fact that the corporation did not include its employees in any significant upgrading of
their project for a whole year demotivated the workers there.
c) The lack of faith that the organization had in its own employees led to those employees
feeling alienated and unvalued, which ultimately led to their departure from the company.
d) When the majority of the skilled employees in the block storage division were departing
the firm, they played the ignorantly and did not try to develop a backup plan for their old
popular product, which resulted in their previous customers being dissatisfied.
 e) The company lost its prime mover advantage and a significant amount of market share as
a result of placing an excessive amount of trust in a single entity, such as Venkat, and not
reviewing his working principle. Additionally, the company did not pay enough attention
to the free flow of criticism, which led to the project having more errors and being
flawed.

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

The Organization had come up with few ideas to avoid these problems:
✓ They can take the suggestion that Alex gave.
✓ They should have included their top talented workforce into the new project as they
are already veteran in performing similar type of assignment earlier, they can do
justice for the new project
✓ They should not give autonomy to Venkat fully.
✓ While Alex was pinpointing the errors of the project outcome, they should carefully
take an eye on those and make necessary changes.
✓ Before trusting so much of Venkat, they should asses the potential of Venkat.

4. What should be done to avoid the problem in the future?

When growing in this environment, businesses should put more resources into their human
resources departments. It's possible that increased engagement between HR and workers might
help bring employee dissatisfaction levels down.
Senior workers like Alex and teammates tried to help the project to perform as expected but
negligence from companies end made them more demotivated. Compensation was more than
industry average for ABC but they became so demotivated that they changed their organization.
Recognition and proper space to develop are two most important things to make your employees
feel inclusive.