Difference Between Offer & Appointment Letter

Job Letter -
Job Letters are the letters or emails sent to the employers to position oneself also called self-selling letters. In short it is an application for a job.
An offer letter (also called as Letter of Intent) is a document (soft/hard) given by any company to a Person interviewed by them. Company is extending an offer to a person to join them. However, there is no obligation on any of the parties.

Offer Letter -
Offer Letter contains:-
·         Nature of Job and Designation
·         Salary Break Up /Benefits / Perks
·         Company Policies and Rules
·         Some may also include the Joining Date
·         Last date to accept the Offer
However either parties are free to back off in the offer process. Company can revoke the offer as per their strategies and so can the person offered, if he is not convinced with the offer made.

Joining Letter -
Joining Letter can be referred to as Acceptance letter by the person who has received the offer. If a person is accepting the offer made by the company, he writes an e-mail expressing his interest to take up the position and join the company. It is suggested to write the email irrespective of whether verbal acceptance is made or not.

Appointment Letter-
Coming to Appointment letter, is proof of appointment that a person is accepting the offer and ready to work for the company and agree with the terms and conditions of the company.

Consists of -
Date of Joining, Time and Venue
Medical Tests if needed /Contract / Agreements if any
Documents / proofs to be submitted on reporting date.
These days however companies first share the salary break up with the selected candidates and negotiations happen if any, and then a full-fledged official offer letter is rolled out with joining date. There is no separate concept of appointment letter as such. Once the candidate accepts the offer made- an acceptance mail is sent to the employer confirming the joining date. 

Some companies just share the break up initially and give away the hard copy of Offer Letter once the candidates joins the company. So there no thumb rule as such.


What Makes Good Employees Quit ???

Here are those few common reasons good employees quit, according to company leaders and HR professionals who have seen it from both perspectives:

1. Lack of trust and autonomy
Leaders who struggle with trusting their employees end up creating restrictive work environments that leave employees feeling stressed, anxious and unable to do their best work. Good employees don’t want to work in a job where they’re not trusted by leadership. If you want to attract and keep great employees, it all begins with you. Your job as the leader is to trust and guide your team, to support them in their roles and let them shine. When you learn to let go and trust your team, they will deliver at levels you never even imagined. You’ll not only attract, but keep, better employees who are motivated, enthusiastic and produce great results.

2. Not being appreciated or recognized
From my 10+ year of experience in the world of staffing and recruiting, the primary reason that I have seen for someone leaving a company is not being appreciated. This lack of appreciation can come in many forms including being underpaid, not receiving positive feedback for a job well done, broken promises, especially those around end-of-year bonuses, valid complaints that are shrugged off and reasonable change suggestions that go ignored. When leadership makes these mistakes, the environment in an otherwise healthy company can start to feel toxic and encourage a mass exodus of high-quality employees that are difficult to replace. 

Companies lose good employees primarily because they do not recognize their talent in time. The employer should be aware that he is dealing with a skilled person and motivate him to engage in the development of the company. Talent management is about identifying and supporting the development of the most talented employees to implement the company’s plans.. The lack of talent management in companies means that the most talented employees usually leave their companies. 

3. Lack of respect
Good employees quit/leave for a variety of reasons, but in my experience it stems from one main source…respect. If an employee isn’t receiving the respect they know they’ve earned and deserve then you will be hard pressed to get them to stay. 

Respect could mean how they’re treated by managers and coworkers, or the types of assignments and projects they receive to work on. When people say they left a job because they weren’t paid enough, it normally means the company didn’t respect their work and abilities enough to compensate them appropriately. Remember: People don’t leave good jobs without a reason, and the reason is often based on a lack of respect from someone within the company and how that lack of respect is handled.

4. Little to no opportunity for growth and development, no advancement opportunities
One of the top things most applicants are looking for is future growth or promotional abilities at a new company. If you are part of a large organization, you can probably speak to the promotions past incumbents of the position have received.Good employees always want to continue moving up, forward, earning more, learning more, etc. 
5. Feeling underutilized
Most great employees often leave a company because they frequently feel as though they are being underutilized and not challenged enough within the workplace. Companies would only hope to hire on self-motivating employees to carry out the work that needs to be done. But sometimes managers aren’t giving their employees the support they need. 

6. Bad manager
High-performing employees often leave a company due to frustration with their direct supervisor. Maybe this frustration is rooted in disagreements over work philosophy, lack of resources, lack of professional development or lack of opportunity to move up or on within the organization. This is why it’s so important for team leaders to recognize what motivates each of their team members as individuals, and adapt their management style according to ensure each person on the team is staying engaged and will be provided with sufficient challenges and opportunity to keep them on the team for the longer haul.

7. Poor management & communication
If the team lead or a manager is not able to motivate an employee, point him in the right direction or provide proper and relevant feedback, he will feel lost after a while.
A good employee leaving an organization is also a failure of communication. An astute manager should be able to read the employee and get an early warning that something is not right. Employees who are not happy will bring issues to the attention of their manager, but if there is no interest or follow-through after a while they will shut down. This is the time when they start to seek new opportunities in order to escape an untenable situation.

8. Feeling over-stressed or over-worked
One of the great ironies of the American workplace is that the highest performing employees are often burdened with the most unreasonable volume of work to perform. This leads to a stress level that isn’t controllable, and these high performers naturally look for better fits elsewhere in time.

9. Lack of support
Good employees typically want to operate in a high-performing environment. When they feel coworkers are dragging them down, or that management is not supporting them or helping pull them up through the organization.

10. Uninspiring or unhealthy work environment or company culture
Several of my employees have said they have left previous jobs because they needed a more positive working environment. A negative atmosphere in the workplace is a common reason for many good employees to leave a business. No matter how many perks or rewards a business may offer, they won’t count for much if, when the employee is in the office, there is a toxic environment. 

11. Seeing good employees leave
A seldom considered reason why good employees leave is…other good employees leaving. There’s a saying that employees join companies and leave managers. It’s true, but the reverse is also correct. When you watch the long term movements of top notch employees you’ll begin to notice a pattern. They often leave in waves.