If your happy and you know it...

[anonymous]

Every single employee is replaceable. That's a fact. However, good, honest, hard-working folks are not easy to find. By now you guys should've caught a clue. Got good folks on board, do what you can to keep them happy. It's that simple guys.

You mean the free ice cream socials and lunch trucks aren't enough for you guys?
You are a tough crowd to please.

 

[anonymous]

Don't forget both Taro and SUN top management are from India. They struggle to accept fact that in the US people work for salary higher than $5,000/year (Indian average for college degree employee).
With that in mind, they overload people with new requests to make sure you overwork as much as your salary is higher than Indian level. Simple math.

Don't know if that's Indian thing or smth else, but UB seems to be not an easy leader to work with. From this forum you'll see the former CFO was quite an a$$hole but even that guy couldn't stand it and left.
Not mentioning how many admin assistants have changed within just one year- like 2 or 3?

 

[anonymous]

Don't know if that's Indian thing or smth else, but UB seems to be not an easy leader to work with. From this forum you'll see the former CFO was quite an a$$hole but even that guy couldn't stand it and left.
Not mentioning how many admin assistants have changed within just one year- like 2 or 3?

No it’s not an “Indian thing” as you are stereotyping, that would be categorized as racist. I attribute it to more of a leadership issue and a lack of trust. Yes I am Indian, have worked for amazing Indian organizations that treasured their staff like families. I left this organization a while back, because it’s in a category by itself. Such a shame the way they treat their people. No empathy, trust, or human qualities show. Can’t imagine how Covid has factored into the morale of current employees.

 

[anonymous]

No it’s not an “Indian thing” as you are stereotyping, that would be categorized as racist. I attribute it to more of a leadership issue and a lack of trust. Yes I am Indian, have worked for amazing Indian organizations that treasured their staff like families. I left this organization a while back, because it’s in a category by itself. Such a shame the way they treat their people. No empathy, trust, or human qualities show. Can’t imagine how Covid has factored into the morale of current employees.

Thanks for your good post, bro and please don't take it personally. No offense to anybody and no racism.
I know there's many smart, hard-working and intelligent Indian people even at Taro. I'm sure they may see and experience poor management issues just like many of us.

 

[anonymous]

What does it mean when a company has high turnover?

While a certain amount of turnover will always exist in an organization, high turnover can take its toll. Not only can it damage morale and harm company culture, it can lead to significant financial costs.

If your organization has high turnover, you have to spend time and energy replacing top talent that has been lost. High turnover rates can also contribute to lost productivity, employee burnout, and low employee engagement among employees who continue to work for your organization.

• Bad management – if leadership is confident, consistent, and focused, your employees are more likely to understand how their goals align with larger organizational initiatives. On the flip side, if management changes directions frequently, is authoritarian in their leadership style, or does not help employees see the bigger picture, you may find that rocky management is contributing to turnover. In these cases, consider management coaching sessions, mentor programs, town halls, or other communications initiatives that can help your management team adjust their approach to employee relations.
• Lack of recognition – if data from exit interviews demonstrates that employees are leaving because they don’t feel appreciated for the work they do, you may need to examine your employee recognition programs. A simple starting place? Giving positive, honest feedback when it is earned. Not only does it make the employee feel valued, but the immediacy serves to reinforce and reward behavior. In the short-term, a simple “good job” can go a long way. Long-term, you may want to consider implementing pay-for-performance plans and bonus programs that will drive engagement and ultimately retention.
• Compensation issues – if employees feel they’re compensated fairly, they’re more likely to work for your organization long-term. Employees are looking to work for organizations that offer fair and competitive pay packages, and communicating how your organization ensures pay is fair can go a long way towards retention initiatives.

The fact that Taro stopped exit interviews says it all.

 

[anonymous]

Don't forget both Taro and SUN top management are from India. They struggle to accept fact that in the US people work for salary higher than $5,000/year (Indian average for college degree employee).
With that in mind, they overload people with new requests to make sure you overwork as much as your salary is higher than Indian level. Simple math.

That's what I think is important part of HR role- building sort of cultural bridge between upper management and company divisions, US in particular. People need to understand that job market and employees' expectations in the US are quite different from those in other countries. And if you keep failing on meeting those expectations, don't be surprised by high turnover and lower quality of work.

 

[anonymous]

No it’s not an “Indian thing” as you are stereotyping, that would be categorized as racist. I attribute it to more of a leadership issue and a lack of trust. Yes I am Indian, have worked for amazing Indian organizations that treasured their staff like families. I left this organization a while back, because it’s in a category by itself. Such a shame the way they treat their people. No empathy, trust, or human qualities show. Can’t imagine how Covid has factored into the morale of current employees.

I work for an Asian company now and environment is very professional. People treat each other with respect and company gives us additional incentives as we have to work during COVID. Taro was nowhere close to this culture. I doubt they ever will be...

 

[anonymous]

Your joking or just drunk? Regeneron is around the corner. Big successful pharma company. There ARE places for employees to go.

Regeneron's been in sort of a hiring freeze since last year. I check on them from time to time. SMH: I wonder if they locked down in fear of huge resumes inflow from Taro.

 

[anonymous]

Regeneron's been in sort of a hiring freeze since last year. I check on them from time to time. SMH: I wonder if they locked down in fear of huge resumes inflow from Taro.

Regeneron is still hiring check their job posts. So are most Pharma in Jersey, and they're not that far from Westchester. There are also plenty of opportunities in other industries.

 

[anonymous]

Regeneron is still hiring check their job posts. So are most Pharma in Jersey, and they're not that far from Westchester. There are also plenty of opportunities in other industries.

The problem it’s been a one step forward, 4 steps back issue. Things go great, talent leaves and they promote people who are incapable of doing their own jobs just for the sake of filling positions left by others.

 

[anonymous]

The problem it’s been a one step forward, 4 steps back issue. Things go great, talent leaves and they promote people who are incapable of doing their own jobs just for the sake of filling positions left by others.

There's a disconnect between HR and management. Truth is most want to send those promoted condolences instead of a congratulations. Like someone stated, Taro's in a class by itself.

 

[anonymous]

That's what I think is important part of HR role- building sort of cultural bridge between upper management and company divisions, US in particular. People need to understand that job market and employees' expectations in the US are quite different from those in other countries. And if you keep failing on meeting those expectations, don't be surprised by high turnover and lower quality of work.

HR does not accept accountability. They stopped exit interviews. What message does that send? Their attitude is "if you don't like it, leave".

 

[anonymous]

HR does not accept accountability. They stopped exit interviews. What message does that send? Their attitude is "if you don't like it, leave".

They should just fold it up and send all the functions to India. Everyone is looking to get out.

 

[anonymous]

Their attitude is "if you don't like it, leave".

In Finance even better approach was adopted with former clownFO: If you don't like it, leave. And all those who left were bad employees anyway, so no regrets.
Such a cheap shot.

 

[anonymous]

They should just fold it up and send all the functions to India. Everyone is looking to get out.

If HR can't get it together, may as well.

 

[anonymous]

In Finance even better approach was adopted with former clownFO: If you don't like it, leave. And all those who left were bad employees anyway, so no regrets.
Such a cheap shot.

That was his original intention three years ago.
However, it was the good employees who started leaving.
At the end, he was forced to put the ones who didn't leave on probation, so he could get them to improve or terminate them.

Guess what?
Nobody improved, so they either left or were terminated.

 

[anonymous]

That was his original intention three years ago.
However, it was the good employees who started leaving.
At the end, he was forced to put the ones who didn't leave on probation, so he could get them to improve or terminate them.

Guess what?
Nobody improved, so they either left or were terminated.

So the net effect is that Taro has the worst of the worst. Bottom feeders. Any complaints on CP are idle chatter from people who do not know or matter. Back room clowns who will either provide the basics requested, or be fired.

 

[anonymous]

So the net effect is that Taro has the worst of the worst. Bottom feeders. Any complaints on CP are idle chatter from people who do not know or matter. Back room clowns who will either provide the basics requested, or be fired.

Absolutely. The creme de la creme are employed on 3rd. Oh wait, our turnover is even higher. LMFAO! Yeah fire us all we'll be crushed!

 

[anonymous]

So the net effect is that Taro has the worst of the worst. Bottom feeders. Any complaints on CP are idle chatter from people who do not know or matter. Back room clowns who will either provide the basics requested, or be fired.

Are you dumb? We have a Director who can't hold on to a staff & HR dept that can't handle something like an exit interview or "babysitting the unhappy"

 

[anonymous]

That was his original intention three years ago.
However, it was the good employees who started leaving.

That's the point. They were losing their best, talented employees but tried to present it like those people were really not as good...Then, lower qualified and lower paid people were hired as replacement, quickly turning department into a joke. CEO turned blind eye on all that.