Dear All,
I am working as an HR professional in a mid-sized organization. I have attached a few retention tools for your review and would appreciate your feedback. I strongly believe that implementing these strategies will help us minimize attrition.
Please share your thoughts on whether these strategies would be effective for a mid-sized organization. Additionally, I would appreciate any suggestions for other strategies.
Specifically, I am seeking strategies to prevent new employees from absconding within a few months of joining.
Regards,
Kavitha
From India, Chennai
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18I am working as an HR professional in a mid-sized organization. I have attached a few retention tools for your review and would appreciate your feedback. I strongly believe that implementing these strategies will help us minimize attrition.
Please share your thoughts on whether these strategies would be effective for a mid-sized organization. Additionally, I would appreciate any suggestions for other strategies.
Specifically, I am seeking strategies to prevent new employees from absconding within a few months of joining.
Regards,
Kavitha
From India, Chennai
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The presentation you have prepared is really nice work, and it covers many aspects that work as a retention strategy.
The most important thing to prevent attrition is to make your employees feel good working in your company. Based on that, you should prepare company policies.
From India, Lucknow
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The most important thing to prevent attrition is to make your employees feel good working in your company. Based on that, you should prepare company policies.
From India, Lucknow
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Dear Kavitha,
You have shared the presentation. Have you prepared the presentation? On slide No. 2, you have given data on why people stay. But then what is the source of this information? Who has conducted this survey, where was it conducted, and what was the sample size? There is no information. Above all, you are working in HR. Have you tried implementing the strategies that you have shared with others? Which worked best for you? Which did not work and why? What other challenges did you face in implementing these strategies? Are the strategies mentioned in the PPT your wishlist? These details are more important than the presentation itself.
Thanks,
Dinesh V Divekar
From India, Bangalore
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You have shared the presentation. Have you prepared the presentation? On slide No. 2, you have given data on why people stay. But then what is the source of this information? Who has conducted this survey, where was it conducted, and what was the sample size? There is no information. Above all, you are working in HR. Have you tried implementing the strategies that you have shared with others? Which worked best for you? Which did not work and why? What other challenges did you face in implementing these strategies? Are the strategies mentioned in the PPT your wishlist? These details are more important than the presentation itself.
Thanks,
Dinesh V Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-The user reply is incorrect as it does not provide accurate information or guidance related to the original post.
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Dear Dinesh,
Thanks for your time in looking into the PPT and sharing your views. Yes, I had prepared this PPT based on my views. I feel these strategies would work out to retain an employee to a certain extent. The survey conducted was in general; I got it from Google, hence I am not aware of the sample size. Could you please put forth your views on whether these strategies would work out for a mid-sized org? Also, I would appreciate a few suggestions from your end on "Retention Strategy."
Regards,
Kavitha
From India, Chennai
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Thanks for your time in looking into the PPT and sharing your views. Yes, I had prepared this PPT based on my views. I feel these strategies would work out to retain an employee to a certain extent. The survey conducted was in general; I got it from Google, hence I am not aware of the sample size. Could you please put forth your views on whether these strategies would work out for a mid-sized org? Also, I would appreciate a few suggestions from your end on "Retention Strategy."
Regards,
Kavitha
From India, Chennai
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(Fact Check Failed/Partial)-The user's reply contains inaccuracies in terms of the reference to Dinesh instead of Kavitha and the mention of conducting a survey obtained from Google without specifying the sample size. It's essential to provide accurate information in HR discussions.
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Dear Kavitha,
Good to note that you have taken my views in the right spirit.
When we quote some data, it is important to cite the source of information. Please note.
Yes, retention strategies will surely work. However, these will differ from one industry to another and also from one company to another. For example, TCS and a mid-sized IT company in Chennai are from the same industry, but retention challenges would differ for both.
Coming back to slide No. 2 again, what your slide does not mention is "employee empowerment." In India, there is no empowerment to speak of. Decision-making is heavily centralized. Frankly speaking, businesses in India are controlled by certain castes. They have their own way of doing business; it is in their DNA. These individuals will never change, no matter what. The new generation may have acquired MBA degrees from foreign universities, but the ground reality has not changed at all.
In the same slide, the positive aspects of retentions, i.e., dos, are mentioned. But what about the don'ts? Employee retention also depends on the motivating work environment. Motivations needs differ from person to person. What is the use of retaining an employee who is not necessarily motivated? He/she may stick to the company for different reasons. Click the following links to read my reply on employee motivation:
- https://www.citehr.com/427885-motiva...ml#post1934498
- https://www.citehr.com/455372-techni...ml#post2040493
Employee exit is not bad per se. If an exited employee becomes a positive spokesperson for the job, then what else do you need?
Thanks,
Dinesh V Divekar
From India, Bangalore
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Good to note that you have taken my views in the right spirit.
When we quote some data, it is important to cite the source of information. Please note.
Yes, retention strategies will surely work. However, these will differ from one industry to another and also from one company to another. For example, TCS and a mid-sized IT company in Chennai are from the same industry, but retention challenges would differ for both.
Coming back to slide No. 2 again, what your slide does not mention is "employee empowerment." In India, there is no empowerment to speak of. Decision-making is heavily centralized. Frankly speaking, businesses in India are controlled by certain castes. They have their own way of doing business; it is in their DNA. These individuals will never change, no matter what. The new generation may have acquired MBA degrees from foreign universities, but the ground reality has not changed at all.
In the same slide, the positive aspects of retentions, i.e., dos, are mentioned. But what about the don'ts? Employee retention also depends on the motivating work environment. Motivations needs differ from person to person. What is the use of retaining an employee who is not necessarily motivated? He/she may stick to the company for different reasons. Click the following links to read my reply on employee motivation:
- https://www.citehr.com/427885-motiva...ml#post1934498
- https://www.citehr.com/455372-techni...ml#post2040493
Employee exit is not bad per se. If an exited employee becomes a positive spokesperson for the job, then what else do you need?
Thanks,
Dinesh V Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-The user's reply contains some valid points on the importance of employee empowerment, motivation, and the perspective on employee exits. However, the user's reply lacks specific strategies to prevent new joiners from absconding and does not directly address the original request for feedback on retention tools for a mid-size organization. The user's reply is insightful but slightly off-topic in relation to the original post's focus on retention strategies for a mid-size organization and preventing new joiners from absconding.
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Dear Dinesh,
I completely agree with you. For a mid-size IT company, could you please suggest some retention strategies?
A few concerns which I am facing are quite high levels of unauthorized absence within one month of joining. I also want to retain my long-term employees. Would an employee development program work?
Regards,
Kavitha
From India, Chennai
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I completely agree with you. For a mid-size IT company, could you please suggest some retention strategies?
A few concerns which I am facing are quite high levels of unauthorized absence within one month of joining. I also want to retain my long-term employees. Would an employee development program work?
Regards,
Kavitha
From India, Chennai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect as it addresses the wrong individual and introduces new names not present in the original post. Please focus on the retention strategies and long-term employee retention without introducing new names.
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Dear Kavitha,
I have gone through your PowerPoint presentation; it's quite nice, and you have tried to cover many aspects.
I would like to suggest the following:
1. If you want your employees to be retained, then "keep them inspired."
2. Activities like peer appreciation should also be taken up.
3. Visible perks like cookware, refrigerator, and cars do become a retaining factor for the firm.
4. Security aspects like reimbursement of hospitalization expenses in reputed hospitals for family members, parents, etc., also have a big impact on the retention of employees.
5. Free abroad tours for employees sponsored by the company for learning, education, or could be a sabbatical for education, etc., can also become a retaining factor.
6. Identifying strengths and weaknesses of employees, creating an action plan for improvements, and also creating an individual development plan by training and coaching them for the next higher-level position is also a retaining factor.
7. Implementing engagement initiatives like a formal communication framework, listening exercises, and enhancing leadership skills.
8. Team-building activities can also be taken up along with exercises to identify weak areas in the team and also creating action plans for improvement.
9. A "CULTURE OF RESPECT" should be created, which does go a long way in retaining employees.
Remember that employees can be retained by giving them the "INTANGIBLES," which are difficult for competitors to replicate.
Hope this helps you.
From India, Mumbai
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I have gone through your PowerPoint presentation; it's quite nice, and you have tried to cover many aspects.
I would like to suggest the following:
1. If you want your employees to be retained, then "keep them inspired."
2. Activities like peer appreciation should also be taken up.
3. Visible perks like cookware, refrigerator, and cars do become a retaining factor for the firm.
4. Security aspects like reimbursement of hospitalization expenses in reputed hospitals for family members, parents, etc., also have a big impact on the retention of employees.
5. Free abroad tours for employees sponsored by the company for learning, education, or could be a sabbatical for education, etc., can also become a retaining factor.
6. Identifying strengths and weaknesses of employees, creating an action plan for improvements, and also creating an individual development plan by training and coaching them for the next higher-level position is also a retaining factor.
7. Implementing engagement initiatives like a formal communication framework, listening exercises, and enhancing leadership skills.
8. Team-building activities can also be taken up along with exercises to identify weak areas in the team and also creating action plans for improvement.
9. A "CULTURE OF RESPECT" should be created, which does go a long way in retaining employees.
Remember that employees can be retained by giving them the "INTANGIBLES," which are difficult for competitors to replicate.
Hope this helps you.
From India, Mumbai
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(Fact Check Failed/Partial)-The user reply contains valuable suggestions for employee retention, including perks, security aspects, career development, and engagement initiatives. However, it lacks specific strategies to prevent new joiners from absconding.
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Dear Vishal,
Thanks for your suggestions. The overall concept I got from you... will work on it. If you could brief me on what exact activities can be implemented in a mid-sized organization for retention, that would be very helpful.
Regards,
Kavitha
From India, Chennai
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Thanks for your suggestions. The overall concept I got from you... will work on it. If you could brief me on what exact activities can be implemented in a mid-sized organization for retention, that would be very helpful.
Regards,
Kavitha
From India, Chennai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply lacks specific details on retention strategies for a mid-sized organization. Providing concrete examples or techniques would enhance the response's value.
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Dear Kavitha,
For mid sized organisations following activities can be taken up:-
Identifying individual areas of improvement and making action plans in form of training.
Talent Engagement initiatives like Formal Communication framework – Listening exercises, town halls, Birthday bash, Motivational Guru Poornima day, customer delight day.
teambuilding activities.
Fun at Work activities at organization level.
SWOT analysis
Hope this is the exact answer you are expecting in terms of exact activities.If still not please revert.
From India, Mumbai
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For mid sized organisations following activities can be taken up:-
Identifying individual areas of improvement and making action plans in form of training.
Talent Engagement initiatives like Formal Communication framework – Listening exercises, town halls, Birthday bash, Motivational Guru Poornima day, customer delight day.
teambuilding activities.
Fun at Work activities at organization level.
SWOT analysis
Hope this is the exact answer you are expecting in terms of exact activities.If still not please revert.
From India, Mumbai
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(Fact Check Failed/Partial)-The user reply contains some good suggestions for retention strategies in mid-sized organizations, but lacks specifics related to preventing new joiners from absconding. Consider incorporating more targeted retention tactics for new hires.
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Dear Vishal,
Currently, we are conducting these activities at regular intervals, but my management team feels that these activities contribute only a little part to retention. My main concern is retaining new joiners who leave the organization within a month due to unauthorized absence.
Please provide a brief explanation of SWOT analysis. Is there a particular way to conduct this?
Regards,
Kavitha
From India, Chennai
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Currently, we are conducting these activities at regular intervals, but my management team feels that these activities contribute only a little part to retention. My main concern is retaining new joiners who leave the organization within a month due to unauthorized absence.
Please provide a brief explanation of SWOT analysis. Is there a particular way to conduct this?
Regards,
Kavitha
From India, Chennai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The mention of Vishal in the user reply does not align with the original post by Kavitha. The SWOT analysis question is good, but it's unrelated to preventing absconding. Consider focusing on strategies related to reducing new joiner attrition.
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A New Retention Strategy-Focusi ng on Individuals.pdf
Retention Strategy.doc
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(Fact Check Failed/Partial)-The user reply is partially correct. While emphasizing making employees feel good is important, legal compliance with labor laws such as providing fair wages, safe working conditions, and benefits is crucial to prevent attrition.