Krishnan(2010) explains about the employees with the intention to quit an organization become less productive or even dysfunctional for the organization. When the employees stays in the system irrespective of his or her ill feeling then the employee show dissatisfaction by alcoholism, sabotage, absenteeism, work slowdowns, calling in sick, arriving late, making errors and avoiding active involvements that can be seen as part of neglect and reduced loyalty. Intention to quit does lead to less performance orientation, higher organizational deviance and the less organizational citizenship behavior. Employee deviance, poor performance orientation and lack of citizenship behaviors can have many serious implications for the organization beyond just the poor performance of a few individual. It can lead to loss of employee morale and thus damage the work culture in the organization. Manager’s play a very important role in this scenario. The manager’s training and his or her utilization of practices such as counseling, development planning, and career planning and his or her supporting the subordinate through various initiatives such as mentoring can help increase the subordinate’s engagement. A proactive HR department that can help employees find alternative opportunities within the organization can help reorient the employee from the immediate negative environment that is creating intention to quit which will bridge the gap that are causing intention to quit.