Hi,
Our company is an America-based software company. In India, we operate through Chandigarh, and there is frequent employee turnover. I want to reduce it. So, my question is: what are the non-monetary benefits that we can offer our employees so that they can feel a part of the company?
Thanks,
Anuradha
Sr. HR Executive
From India, New Delhi
Acknowledge(0)
Amend(0)
1Our company is an America-based software company. In India, we operate through Chandigarh, and there is frequent employee turnover. I want to reduce it. So, my question is: what are the non-monetary benefits that we can offer our employees so that they can feel a part of the company?
Thanks,
Anuradha
Sr. HR Executive
From India, New Delhi
Acknowledge(0)Amend(0)
Hi Radha1512,
I don't see your question, but from your thread, let me understand what you will ask about. In my company, there are several key persons whom we refer to as the "think tank" of our organization. Management has provided these key persons with:
- Better benefits
- Better rewards
- Better positions
- Etc.
Thanks, Bambang
From Indonesia
Acknowledge(0)Amend(0)
I don't see your question, but from your thread, let me understand what you will ask about. In my company, there are several key persons whom we refer to as the "think tank" of our organization. Management has provided these key persons with:
- Better benefits
- Better rewards
- Better positions
- Etc.
Thanks, Bambang
From Indonesia
Acknowledge(0)Amend(0)
hey Radha, in ur puzzled question..............i have become........... :roll: Waiting for your Question... :?: :idea: Regards, Majestuoso
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi , My question is How would you retain your key employees ? & which are the HR practices you would come up with besides from the Salary raise.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Hi,
Hardly any employee changes jobs solely for money at key positions, except for personal or family reasons. No one changes jobs just for a salary increase. If such a situation does occur, it is only the top management to be blamed, as it seems that fairness is lacking before firmness.
Outbursts of key employees are also a significant psychological problem that requires HR attention, but if the top management is not fair, HR personnel may also seek change. This insight comes from my personal experience; I am not an HR professional.
I hope you will consider forwarding this message to the top management if you agree and wish to convey these points to them.
Regards,
Suresh
From India, Nagpur
Acknowledge(0)Amend(0)
Hardly any employee changes jobs solely for money at key positions, except for personal or family reasons. No one changes jobs just for a salary increase. If such a situation does occur, it is only the top management to be blamed, as it seems that fairness is lacking before firmness.
Outbursts of key employees are also a significant psychological problem that requires HR attention, but if the top management is not fair, HR personnel may also seek change. This insight comes from my personal experience; I am not an HR professional.
I hope you will consider forwarding this message to the top management if you agree and wish to convey these points to them.
Regards,
Suresh
From India, Nagpur
Acknowledge(0)Amend(0)
Hi Radha G, If u can motivate ur employees u’ll get which was deserved by u. It had better to change the invironment and try to behave them just like a friend. regards yogesh
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
Besides giving a good raise, offer them extra benefits such as a short vacation for the family, a fortnightly bash, a monthly trip to a resort on the outskirts, and some useful gifts. I think it works. But all said, developing a good organizational culture will definitely help you in retaining them.
Ramesh
From India, Hyderabad
Acknowledge(0)Amend(0)
Besides giving a good raise, offer them extra benefits such as a short vacation for the family, a fortnightly bash, a monthly trip to a resort on the outskirts, and some useful gifts. I think it works. But all said, developing a good organizational culture will definitely help you in retaining them.
Ramesh
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi, Employee retention is ably executed by the following measures:
- Improved working conditions
- Promotions and vertical redeployments
- Salary review
- Transparent Performance Management System implementation
- Effective Compensation and Benefits Scheme
- Flatter Organogram which aids
- Regular communication and feedback
- Idea schemes, for example, successful employee business plans via a suggestion box to which incentives are tied. I introduced this in the organization I belong to.
- Paid vacations for key employees
- Bonuses
- Recognition of effort via commendation letters, etc.
Hope this helps.
Imoisili
Acknowledge(0)Amend(0)
- Improved working conditions
- Promotions and vertical redeployments
- Salary review
- Transparent Performance Management System implementation
- Effective Compensation and Benefits Scheme
- Flatter Organogram which aids
- Regular communication and feedback
- Idea schemes, for example, successful employee business plans via a suggestion box to which incentives are tied. I introduced this in the organization I belong to.
- Paid vacations for key employees
- Bonuses
- Recognition of effort via commendation letters, etc.
Hope this helps.
Imoisili
Acknowledge(0)Amend(0)
Hi Radha,
Don't confuse, it's nothing but a human approach; also, a matter of loyalty between Key Personnel and the Organization. They are treated as key role players because they understand the theme, mission, vision, target, and all through a long-time relationship with the organization, creating a vice versa effect. When each one is well known to each other, there should be openness in pay, perks, and facilities, which may be at market rate or above the market rate.
The best practice is to study them carefully from psychology to need-based enhancement, which will surely help to retain them. Giving additional benefits and compensation will also help, such as family care practices, any new allowances, new creative vacations, etc., depending on the criteria.
Thanks,
Tarun
From India, Lucknow
Acknowledge(0)Amend(0)
Don't confuse, it's nothing but a human approach; also, a matter of loyalty between Key Personnel and the Organization. They are treated as key role players because they understand the theme, mission, vision, target, and all through a long-time relationship with the organization, creating a vice versa effect. When each one is well known to each other, there should be openness in pay, perks, and facilities, which may be at market rate or above the market rate.
The best practice is to study them carefully from psychology to need-based enhancement, which will surely help to retain them. Giving additional benefits and compensation will also help, such as family care practices, any new allowances, new creative vacations, etc., depending on the criteria.
Thanks,
Tarun
From India, Lucknow
Acknowledge(0)Amend(0)
By implementing the best HR practices in the organization such as:
1. Congenial working environment
2. Better performance rewards
3. Better perks available in reputable companies
4. Concessional housing loans
5. Lucrative ESOPs right from the start.
Regards,
Ashok K. Gupta
From India, New Delhi
Acknowledge(0)Amend(0)
1. Congenial working environment
2. Better performance rewards
3. Better perks available in reputable companies
4. Concessional housing loans
5. Lucrative ESOPs right from the start.
Regards,
Ashok K. Gupta
From India, New Delhi
Acknowledge(0)Amend(0)
Madam,
Your question is: How to retain a key person in an organization?
In my experience, my daughter was working in an organization with a background of M.Com., M.Phil., and MBA qualifications. The required qualification was a simple graduation.
One of her colleagues had the character of acting as a spy and conveying all unwanted small shortcomings in official careers to the boss, thus threatening all the employees to leave the organization.
The organization is also not taking care of the situation, even though they are well aware that all employees are well and contributing their highest potential. The salary in the organization was also good, Rs 30,000.00 per month.
The main motivation for this individual is that he should not be surpassed in his career and he is willing to go to any extent to prevent that. Consequently, a number of employees in that department have left the organization to date.
Therefore, HR should investigate why employees from a specific department are resigning despite good compensation. Employees should be given the opportunity to express their grievances, and swift action should be taken to eliminate such culprits.
Although I advised my daughter to discuss this with HR, she mentioned that private organizations are not like government departments where employees are given a chance to speak.
Currently, she is pursuing her Ph.D. I suggest examining why people are leaving, especially if it is from a particular department, and taking immediate action for resolution.
Warm regards,
C K Jambulingam alias Sengailingam
Acknowledge(0)Amend(0)
Your question is: How to retain a key person in an organization?
In my experience, my daughter was working in an organization with a background of M.Com., M.Phil., and MBA qualifications. The required qualification was a simple graduation.
One of her colleagues had the character of acting as a spy and conveying all unwanted small shortcomings in official careers to the boss, thus threatening all the employees to leave the organization.
The organization is also not taking care of the situation, even though they are well aware that all employees are well and contributing their highest potential. The salary in the organization was also good, Rs 30,000.00 per month.
The main motivation for this individual is that he should not be surpassed in his career and he is willing to go to any extent to prevent that. Consequently, a number of employees in that department have left the organization to date.
Therefore, HR should investigate why employees from a specific department are resigning despite good compensation. Employees should be given the opportunity to express their grievances, and swift action should be taken to eliminate such culprits.
Although I advised my daughter to discuss this with HR, she mentioned that private organizations are not like government departments where employees are given a chance to speak.
Currently, she is pursuing her Ph.D. I suggest examining why people are leaving, especially if it is from a particular department, and taking immediate action for resolution.
Warm regards,
C K Jambulingam alias Sengailingam
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Innovation in HR by Total Reward Optimisation For Employee Retention & Enhance Productivity.pd f
Innovative HR Practices-.doc