I want to discuss the practical ways of reducing attrition levels. Practically, we cannot reduce it at the worker level, but at the staff level, it is high. Most of the systems are seen as fixed, and no change is deemed acceptable. Where should we start the change process and the improvisation?
From India, Ponda
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From India, Ponda
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Hi Sherya,
Motivation and recognition can play a crucial role in reducing attrition. Not all career-minded individuals may be motivated solely by financial rewards; some may prefer recognition through promotions, awards, certificates, and appreciation letters from top-level management.
To establish a personal connection, it is essential to engage with them, inquire about their families, check on their well-being, and acknowledge their positive attributes. Inviting them to lunch or dinner with their reporting managers and senior management can foster a positive relationship. Additionally, surprising them with gestures such as being the first to wish them on special occasions like birthdays or anniversaries can boost morale.
Furthermore, consider implementing monthly performance-based awards to recognize employees. Utilize allocated funds for these awards rather than personal expenses. Personally, I find motivation in receiving recognition from top-level executives such as the CEO, COO, VP, or Director, which encourages me to dedicate myself to my role and reduces thoughts of seeking opportunities elsewhere.
Regards,
Satish
From India, Bangalore
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Motivation and recognition can play a crucial role in reducing attrition. Not all career-minded individuals may be motivated solely by financial rewards; some may prefer recognition through promotions, awards, certificates, and appreciation letters from top-level management.
To establish a personal connection, it is essential to engage with them, inquire about their families, check on their well-being, and acknowledge their positive attributes. Inviting them to lunch or dinner with their reporting managers and senior management can foster a positive relationship. Additionally, surprising them with gestures such as being the first to wish them on special occasions like birthdays or anniversaries can boost morale.
Furthermore, consider implementing monthly performance-based awards to recognize employees. Utilize allocated funds for these awards rather than personal expenses. Personally, I find motivation in receiving recognition from top-level executives such as the CEO, COO, VP, or Director, which encourages me to dedicate myself to my role and reduces thoughts of seeking opportunities elsewhere.
Regards,
Satish
From India, Bangalore
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Shreya/Satish:
I strongly recommend the comments and inputs that Satish has given. Of course, in this new era of professionalism, there are few people who look only towards the package they get. But apart from this, there are many who want recognition.
Let me give you one fair example - you know what a human being is. When someone recognizes him, he feels proud. It's a fact that if I am a manager and I am writing my subordinate's name on this whiteboard for their contribution, they would be very happy to see their name. They feel proud because they are at the top of the list and have been recognized among all of them.
As I have mentioned in my previous reply to one of our group members, reducing the attrition level will not be possible only with the package. There are different layers involved, like rewards, recognition, awards, better culture, better environment, etc.
I welcome other HR professionals as well to share their views.
Thanks,
Mirza
From Saudi Arabia, Jiddah
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20I strongly recommend the comments and inputs that Satish has given. Of course, in this new era of professionalism, there are few people who look only towards the package they get. But apart from this, there are many who want recognition.
Let me give you one fair example - you know what a human being is. When someone recognizes him, he feels proud. It's a fact that if I am a manager and I am writing my subordinate's name on this whiteboard for their contribution, they would be very happy to see their name. They feel proud because they are at the top of the list and have been recognized among all of them.
As I have mentioned in my previous reply to one of our group members, reducing the attrition level will not be possible only with the package. There are different layers involved, like rewards, recognition, awards, better culture, better environment, etc.
I welcome other HR professionals as well to share their views.
Thanks,
Mirza
From Saudi Arabia, Jiddah
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I am thankful for the response. However, I have already advised giving monthly awards based on performance. Unfortunately, this suggestion was not accepted as it may motivate one person while demotivating others. Additionally, awards are distributed sequentially to each department to ensure that nobody feels left out or starts complaining.
From India, Ponda
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From India, Ponda
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Giving monthly rewards became a sequential listing of departments and employees. It was not at all an authentic judgment. Employees also have an impression of what it actually means. Then what measures could be used to enhance motivation and measure motivation perfectly? Recognition in terms of giving certificates would be good?
From India, Ponda
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From India, Ponda
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Certificates would be good, but if somebody from senior management writes something personally to an Associate appreciating and thanking them for their efforts, it makes a lot of difference.
Well, it's difficult to measure motivation, but it will definitely reflect in the work.
From India, Bangalore
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Well, it's difficult to measure motivation, but it will definitely reflect in the work.
From India, Bangalore
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How to measure the intangibles appropriately? For example, training effectiveness, performance evaluation. We do the processes, but measurement is difficult, very subjective. How can objectivity be increased?
From India, Ponda
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From India, Ponda
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Shreya:
When we talk about the benefits to employees to motivate them, it's not only the monetary benefits but also it can be non-monetary (tangible/intangible). As I have briefed you in my earlier mail that a manager can give appreciation on the whiteboard, and at the same time, HR can put the employee's picture on the notice board by appreciating him/her. Here is what happens: one will get motivated instead of getting demotivated because every human being wants to get recognized. When he/she looks at the notice board and finds their colleague's picture, it is obvious that they too want their picture on the board.
So, like this, we can go ahead with many things.
Cheers,
Thanks,
- Mirza
From Saudi Arabia, Jiddah
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When we talk about the benefits to employees to motivate them, it's not only the monetary benefits but also it can be non-monetary (tangible/intangible). As I have briefed you in my earlier mail that a manager can give appreciation on the whiteboard, and at the same time, HR can put the employee's picture on the notice board by appreciating him/her. Here is what happens: one will get motivated instead of getting demotivated because every human being wants to get recognized. When he/she looks at the notice board and finds their colleague's picture, it is obvious that they too want their picture on the board.
So, like this, we can go ahead with many things.
Cheers,
Thanks,
- Mirza
From Saudi Arabia, Jiddah
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PHR and SPHR are professional certifications offered by SHRM in the US. You need a minimum of 2 years of exempt (white-collar) level work experience in HR to be eligible for the certification. The certification holds great value in the US and other Western countries, and there is an online exam to obtain these certifications.
Thank you,
Ram
http://nicheitjobs.googlepages.com
From India, Madras
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Thank you,
Ram
http://nicheitjobs.googlepages.com
From India, Madras
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What are the various benefits of taking a certification like PHR or SPHR in India. Can a certified professional get employed in US in HR function?
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Dear Ram,
Though I have heard of SHRM, I am quite ignorant about the certifications, such as PHR, etc. I would be obliged if you could provide more information regarding the same, as well as the value addition that one would have after acquiring those certifications and the prospects thereafter?
Thank you.
From India, Lucknow
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Though I have heard of SHRM, I am quite ignorant about the certifications, such as PHR, etc. I would be obliged if you could provide more information regarding the same, as well as the value addition that one would have after acquiring those certifications and the prospects thereafter?
Thank you.
From India, Lucknow
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