Experiences and Challenges of Leaving ONGC Despite Generous Salaries

Despite being one of the leading oil and gas corporations in India, Oil and Natural Gas Corporation (ONGC) faces challenges in retaining top talent. Employees may choose to leave despite generous salaries for various reasons. Understanding these factors can provide insights into how to enhance employee satisfaction and reduce turnover rates in the oil and gas industry.

Work Environment and Culture

The work environment plays a crucial role in employee satisfaction. A toxic or undervaluing work culture can lead to employee dissatisfaction. Even with high salaries, employees may seek opportunities elsewhere if they do not feel valued or if the work environment is not conducive to their professional growth. Effective management styles and positive team dynamics are essential to creating a supportive and engaging workplace where employees thrive.

Career Growth Opportunities

Employee aspirations for career advancement are fundamental to their overall job satisfaction. When employees perceive that their career growth is limited at ONGC, they may explore other companies that offer better opportunities for progression. Career development programs, mentoring, and training can help address this issue and retain talent within the organization.

Work-Life Balance and Lifestyle Preferences

The oil and gas industry often demands long working hours and extensive travel, which may not align with every employee's lifestyle. Those seeking a better work-life balance may leave ONGC for positions that offer more flexibility. Employers can improve work-life balance by implementing flexible working hours, remote work options, and comprehensive health and wellness programs.

Job Role and Responsibilities

The monotony of certain roles or a lack of alignment with career interests can also lead to dissatisfaction. Employees may seek more challenging work that aligns better with their professional goals. Encouraging job rotation and offering diverse projects can help mitigate this issue and increase job satisfaction.

Company Stability and Future Prospects

Over the past decade, there has been a global shift towards renewable energy, leading to concerns about the oil and gas industry's future. Employees at ONGC may seek more stable and innovative sectors, especially when the future of the industry seems uncertain. Investing in renewable energy projects and sustainable practices can help address these concerns and attract and retain a new generation of employees.

Location and Transfer Policies

Remote locations can be a significant challenge for ONGC employees. Relocation policies that do not appeal to everyone can discourage employees from considering long-term commitments. To retain talent, ONGC should consider offering relocation assistance and ensuring that working conditions in remote areas are up to standard.

Personal Factors

Changes in personal circumstances, such as family commitments or relocation, can also drive employees to leave ONGC. Employers can help by providing support for work-life balance and offering flexible solutions to support employees during such transitions.

While salary is a significant factor, job satisfaction is multifaceted. Even in well-compensated positions, dissatisfaction can arise from the aforementioned factors. Therefore, a holistic approach to employee engagement and retention is crucial for organizations like ONGC to retain top talent and maintain a strong workforce.

Only a tiny fraction of ONGC employees leave the organization. New recruits may join other prestigious services like the Indian Administrative Service (IAS), the Indian Police Service (IPS), or pursue further studies, particularly MS programs in the US, with the intention of settling. Experienced staff may also join other Public Sector Undertakings (PSUs) in officer cadre positions, taking advantage of the lucrative packages offered there. Some field staff may also leave due to the physically demanding nature of their jobs, complaining about the inadequate facilities at onshore fields.