Introduce employee welfare schemes like:
1) Birthday Celebrations
2) Frequent outdoor trips
3) Bonus for the best performer of each project
4) Providing medical allowances & insurance
5) Sponsoring family trips
6) By giving scholarships to the employees' children for their studies
7) Career development.
There are many options available, but you should delve into the root cause of this attrition. This can be done by introducing an employee feedback form, analyzing based on exit interviews, and then taking steps according to the identified gaps.
From India, New Delhi
1) Birthday Celebrations
2) Frequent outdoor trips
3) Bonus for the best performer of each project
4) Providing medical allowances & insurance
5) Sponsoring family trips
6) By giving scholarships to the employees' children for their studies
7) Career development.
There are many options available, but you should delve into the root cause of this attrition. This can be done by introducing an employee feedback form, analyzing based on exit interviews, and then taking steps according to the identified gaps.
From India, New Delhi
Prathima,
I don't think the majority of your employee welfare schemes will motivate employees to stick with the organization. I don't believe employees will leave because someone was not provided with outdoor or family trips, etc.
Employees leave their bosses but not the organization, so make sure you have a very good leadership style in the organization, and employees are happy with what they are doing. There could be a lot of other things that help us retain employees, and we should look at each case individually.
Regards,
Kiran
From India, Delhi
I don't think the majority of your employee welfare schemes will motivate employees to stick with the organization. I don't believe employees will leave because someone was not provided with outdoor or family trips, etc.
Employees leave their bosses but not the organization, so make sure you have a very good leadership style in the organization, and employees are happy with what they are doing. There could be a lot of other things that help us retain employees, and we should look at each case individually.
Regards,
Kiran
From India, Delhi
Hi, My sugesstion for attrition control would be on a periodic psychometric analysis. With Regards, Sudhir
From India, Coimbatore
From India, Coimbatore
Hi Kiran,
That is why I asked him to find out the reasons behind the attrition through exit interviews and employee feedback forms. Even if you have a good boss, sometimes employees leave because of stress. This is where recreational activities play a major role.
Take, for example, my organization. In one of our departments, we have a very good manager and leader, but the project demands the employees to stretch their time and work late hours, resulting in a high attrition rate. Sometimes, having a good manager alone will not help. However, I agree with you that the relationship between the manager and the employee also plays a major role, and it is not something we should ignore.
Regards,
Prathima
From India, New Delhi
That is why I asked him to find out the reasons behind the attrition through exit interviews and employee feedback forms. Even if you have a good boss, sometimes employees leave because of stress. This is where recreational activities play a major role.
Take, for example, my organization. In one of our departments, we have a very good manager and leader, but the project demands the employees to stretch their time and work late hours, resulting in a high attrition rate. Sometimes, having a good manager alone will not help. However, I agree with you that the relationship between the manager and the employee also plays a major role, and it is not something we should ignore.
Regards,
Prathima
From India, New Delhi
Dear veda, Attrition is the part of HR Challenage in the modern job market.go for exit interview and find out really problm. make objective for to solve the problm good luck Raghav
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hey Veda,
My suggestions:
1. Incentivize them.
2. Make the work environment friendly.
3. Hold skip levels - and ensure that you work on the feedback you receive in these skip levels.
4. Make the employees feel cared for - send birthday/anniversary/bereavement/any other occasion acknowledgements.
5. Give them a reason to work with your organization.
Hope this helps.
From India, New Delhi
My suggestions:
1. Incentivize them.
2. Make the work environment friendly.
3. Hold skip levels - and ensure that you work on the feedback you receive in these skip levels.
4. Make the employees feel cared for - send birthday/anniversary/bereavement/any other occasion acknowledgements.
5. Give them a reason to work with your organization.
Hope this helps.
From India, New Delhi
Dear Sudhir,
Will you be more specific about Psychometric Analysis? What are the types of it, and in what conditions is it effective? Can it be implemented in any setup, and is it suitable for small firms? Will this be okay with low-profile employees? Please guide me on these points.
With Regards,
Ashfaque
From India, Gurgaon
Will you be more specific about Psychometric Analysis? What are the types of it, and in what conditions is it effective? Can it be implemented in any setup, and is it suitable for small firms? Will this be okay with low-profile employees? Please guide me on these points.
With Regards,
Ashfaque
From India, Gurgaon
Dear All,
This topic has become the AIDS for HR professionals. I am seeing this due to increased job opportunities and enhanced objectiveness in target achievements. Everyone wants to grow as fast as they can in this material world. The solution to this issue lies within the problem itself, which we can apply to get positive results:
1. Employers should provide enriched job profiles so that employees can enjoy their work, going beyond routine tasks.
2. Targets must be highly measurable and achievable with some degree of challenge.
3. Policies should be flexible so that individuals meeting targets receive appropriate compensation.
4. Since humans exhibit indefinite and unpredictable behavior, their grievances must be properly addressed.
Thanks & Regards,
Ashok Kumar
9910343314
From India, Gurgaon
This topic has become the AIDS for HR professionals. I am seeing this due to increased job opportunities and enhanced objectiveness in target achievements. Everyone wants to grow as fast as they can in this material world. The solution to this issue lies within the problem itself, which we can apply to get positive results:
1. Employers should provide enriched job profiles so that employees can enjoy their work, going beyond routine tasks.
2. Targets must be highly measurable and achievable with some degree of challenge.
3. Policies should be flexible so that individuals meeting targets receive appropriate compensation.
4. Since humans exhibit indefinite and unpredictable behavior, their grievances must be properly addressed.
Thanks & Regards,
Ashok Kumar
9910343314
From India, Gurgaon
Dear,
No motivating scheme and exit interview can stop the attrition rate. The best approach is to conduct a salary survey in the same kind of industry to identify the gaps and try to fulfill those gaps.
When considering salary increments, opt for a competency-based Key Result Area (KRA) system rather than solely focusing on experience. Every aspect matters, including job profile, company status, and financial compensation. Once you grasp this concept, the attrition rate will decrease.
Thanks,
Vadhotiya
From India, Panipat
No motivating scheme and exit interview can stop the attrition rate. The best approach is to conduct a salary survey in the same kind of industry to identify the gaps and try to fulfill those gaps.
When considering salary increments, opt for a competency-based Key Result Area (KRA) system rather than solely focusing on experience. Every aspect matters, including job profile, company status, and financial compensation. Once you grasp this concept, the attrition rate will decrease.
Thanks,
Vadhotiya
From India, Panipat
I accept with Both Kiran & Prathima.. Employees don’t leave the organisation but their Boss... Regards, Pravin.
From India, Madras
From India, Madras
Attrition rate can be controlled mainly in many ways:
1. Position
2. Learning atmosphere
3. Money
4. Respect
In brief, employee satisfaction in terms of money, exposure, career development, and a healthy working environment can help control attrition rate.
From India, Delhi
1. Position
2. Learning atmosphere
3. Money
4. Respect
In brief, employee satisfaction in terms of money, exposure, career development, and a healthy working environment can help control attrition rate.
From India, Delhi
Hello All! Warm Greetings!
We are a newly launched, small Placement Company with 15 people on board. We have mostly recruited freshers. We cannot afford to offer big bonuses and alluring incentives at present. Besides, there is a growing tendency for 1-2 years experienced people to job-hop.
In this case, can somebody guide me on what retention tactics I should implement as an HR official?
Regards, Madhura
From India, Pune
We are a newly launched, small Placement Company with 15 people on board. We have mostly recruited freshers. We cannot afford to offer big bonuses and alluring incentives at present. Besides, there is a growing tendency for 1-2 years experienced people to job-hop.
In this case, can somebody guide me on what retention tactics I should implement as an HR official?
Regards, Madhura
From India, Pune
Hello Veda,
In my college days, I conducted a survey on employee attrition across 10 companies, each belonging to different sectors. I compared each of the companies with the industry benchmark retention practices. The three most effective retention practices identified are:
- Although people say money is not a primary motivating factor, individuals switch jobs even when they receive a small pay raise.
- The company's image, including the brand image and the reputation of its products or services, also plays a significant role in employee retention.
- The job title, or designation, that the job holder holds.
Regards,
Natasha
natashapb01@yahoo.com
From India, Hubli
In my college days, I conducted a survey on employee attrition across 10 companies, each belonging to different sectors. I compared each of the companies with the industry benchmark retention practices. The three most effective retention practices identified are:
- Although people say money is not a primary motivating factor, individuals switch jobs even when they receive a small pay raise.
- The company's image, including the brand image and the reputation of its products or services, also plays a significant role in employee retention.
- The job title, or designation, that the job holder holds.
Regards,
Natasha
natashapb01@yahoo.com
From India, Hubli
Dear Veda,
I think you should go into the root cause of having such high attrition in your organization. I would suggest conducting an Employee Satisfaction Survey that will definitely help you and give you a clear picture of the high attrition rate. However, for this, you have to take all the employees into confidence that their feedback will not be shared with anyone, and confidentiality will be maintained.
Another alternative to find the cause of attrition is going through the exit interview questionnaires.
Good luck and go ahead!
From India, Gurgaon
I think you should go into the root cause of having such high attrition in your organization. I would suggest conducting an Employee Satisfaction Survey that will definitely help you and give you a clear picture of the high attrition rate. However, for this, you have to take all the employees into confidence that their feedback will not be shared with anyone, and confidentiality will be maintained.
Another alternative to find the cause of attrition is going through the exit interview questionnaires.
Good luck and go ahead!
From India, Gurgaon
Dear Veda,
The above-mentioned views are good. I would like to suggest checking and rechecking the interpersonal relationships of employees because sometimes performance appraisals are not done fairly due to favoritism within groups.
It is important to ensure that employees are loyal to the company rather than just to the project leader or team leader. Sometimes, when a project leader switches jobs, they can influence their group to follow suit.
Therefore, it is essential to assess interpersonal relations and encourage employees to be loyal to the organization as a whole rather than to individuals. I hope this advice may be of help to you.
From India, Bangalore
The above-mentioned views are good. I would like to suggest checking and rechecking the interpersonal relationships of employees because sometimes performance appraisals are not done fairly due to favoritism within groups.
It is important to ensure that employees are loyal to the company rather than just to the project leader or team leader. Sometimes, when a project leader switches jobs, they can influence their group to follow suit.
Therefore, it is essential to assess interpersonal relations and encourage employees to be loyal to the organization as a whole rather than to individuals. I hope this advice may be of help to you.
From India, Bangalore
By empowerment, attrition rate can be checked. One of the leading software companies' attrition rate was 36%, but due to empowerment, they managed to reduce it to 15%. Employees should be aware of the growth perspective in conjunction with the organization.
From India, Bangalore
From India, Bangalore
Dear All,
I have read all the comments and suggestions on this. To summarize it all, I would say:
Motivate employees by all possible means (good performance management system). Most of all, do not demotivate employees as it often happens with many managers. As someone mentioned, employees do not leave because of salary or benefits but because of the boss.
Best wishes, D.J. Thakur
I have read all the comments and suggestions on this. To summarize it all, I would say:
Motivate employees by all possible means (good performance management system). Most of all, do not demotivate employees as it often happens with many managers. As someone mentioned, employees do not leave because of salary or benefits but because of the boss.
Best wishes, D.J. Thakur
Hi,
Attrition is common in every organization. Based on the performance and growth of the organization, it will increase or decrease. Based on the various facilities given to the employee, such as:
1. Gift vouchers issued for occasions like marriage and children's studies.
2. Medical policy.
Another main factor is the salary compensation, promotion policy, etc.
Regards,
Mahadevan
From India, Madras
Attrition is common in every organization. Based on the performance and growth of the organization, it will increase or decrease. Based on the various facilities given to the employee, such as:
1. Gift vouchers issued for occasions like marriage and children's studies.
2. Medical policy.
Another main factor is the salary compensation, promotion policy, etc.
Regards,
Mahadevan
From India, Madras
Employees can be broadly classified into two categories - those who are there to stay and those who are always on the lookout for greener pastures. If employers can develop an understanding of these two types, it could help curb attrition (Psychometric tests may help).
For the first group, employers should convince employees of their growth opportunities and motivate them to excel. For the second group, they may not be able to do much; after all, it's a democratic country!
Daisy Kurien
An employee!
For the first group, employers should convince employees of their growth opportunities and motivate them to excel. For the second group, they may not be able to do much; after all, it's a democratic country!
Daisy Kurien
An employee!
Hi All,
We talk about attrition, which is a great pain in the neck for all organizations. We often think about those people who have left us due to XYZ reasons, and it is indeed important to know. However, have we ever thought about those people who are still with our organization? Have we conducted any surveys to understand what has made them stay with one organization for such a long time? Perhaps this information can help us understand the reasons behind their long-term commitment.
By analyzing why employees choose to stay, we can draw new conclusions and generate ideas on how to improve employee retention strategies.
From India, Delhi
We talk about attrition, which is a great pain in the neck for all organizations. We often think about those people who have left us due to XYZ reasons, and it is indeed important to know. However, have we ever thought about those people who are still with our organization? Have we conducted any surveys to understand what has made them stay with one organization for such a long time? Perhaps this information can help us understand the reasons behind their long-term commitment.
By analyzing why employees choose to stay, we can draw new conclusions and generate ideas on how to improve employee retention strategies.
From India, Delhi
Attrition can be controlled by only transparent dialogue with candidate about your HR Policy and Concerned Department Working Culture
From India, Pune
From India, Pune
Hi All,
Although the given suggestions are good enough to control attrition, these steps still fail to control attrition at times. Is there any other creative way of retaining manpower, especially front-end associates where the attrition level is very high?
From India, Mumbai
Although the given suggestions are good enough to control attrition, these steps still fail to control attrition at times. Is there any other creative way of retaining manpower, especially front-end associates where the attrition level is very high?
From India, Mumbai
Hello Friends !
When we talk about the burning problem like ATTRETION....the following points also must be considered....
Retention of the best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. When recruiting, selecting, staffing and hiring, pick the smartest person you can find. And of course, the person must have the job according to his/her personality, competency and qualities. All this assures that the selected person is going to enjoy his/her job and it will surely lead to his/her long-term ‘affair’ with the organization.
A very innovative technique is to involve the Current Employees in Recruiting. It not only helps in establishing a modest recruitment program with positive public relations but also improves employees' perceptions of their relationship with the company. An existing employee really adds value to employee recruitment. It is true that employees have a clear operational understanding of the various roles and responsibilities of the business; they will be more likely to introduce the prospective candidates who match position requirements. Employees feel valued when a personally recommended candidate is considered. Positive public relations will manifest naturally when employees know that they can benefit from attracting others to the business. Thus the participation of the existing employees in the recruitments will certainly foster a spirit of contribution to the big picture.
As the saying goes on, “First impression is the last impression.” Likewise an organization’s first impression also decides the turnover period of an employee. Your new employee orientation is a make 'em or break 'em experience, for a new employee. At its best, the process of new employee orientation solidifies the new employee’s relationship with the organization. It fuels their enthusiasm and guides their steps into a long term positive relationship with the company. Done poorly, the new employee orientation will leave the new employees wondering why on earth they walked through our door. The best new employee orientation:
has targeted goals and meets them,
makes the first day a celebration,
involves family as well as coworkers,
makes new hires productive on the first day,
is not boring, rushed or ineffective, and
uses feedback to continuously improve.
(contd.)
Reducing employee turnover is also dependant on the total work environment we offer for employees. There are several ways for making the work environment more supportive and friendly. Opportunities should be provided for people to share their knowledge via training sessions, presentations, mentoring others and team assignments. Employees like to share what they know. People want to enjoy their work. Make work fun. Engage and employ the special talents of each individual. Involve employees in decisions that affect their jobs and the overall direction of the company whenever possible. Involve them in the discussions regarding company vision, mission, values, and goals. This strategic framework will never "live" for them or become "owned" by them if they merely read it in an email or hanging on the wall.
Better benefits = reduced employee turnover. Offer an attractive, competitive, benefits package. It really gives us a competitive edge in attracting and keeping the best employees. At the same time, it also helps us to create a workplace in which employees are motivated, happy and more productive. These benefits may be given in many forms. Just have a look:- Performance bonus, Attendance bonus, Employee Retention bonus (for being with the company for a long period), Profit sharing, Paid hours for some exceptional work, Career planning and development, Professional association meeting, conference or seminar expense, Discount meals/ Discount Coupons, Already prepared take-home meals, Paid meals for entire family if working on weekend (to allow some family time), Gifted clothes for personal use (such as shirts, sweaters, jackets, hats), Free movies, Birthday card or personal note from executive.
Employee recognition as well as Employee Motivation is also the tool for retaining them. While money is an important form of employee recognition, ideas for employee recognition may be limitless. The following ideas can also be of some help: Gift certificates, Cash awards, Handwritten thank you notes, A letter of appreciation in the employee file, Recognition posted on the employee bulletin board , Contribution noted in the company newsletter, Provide public praise at a staff meeting, Take the employee out to lunch, Send people to conferences and seminars, Ask people to present a summary of what they learned at a conference or seminar at a department meeting, Work out a written employee development plan, Make career development commitments and a schedule, Provide more of the kinds of work the employee likes and less of the work they do not like, Provide opportunities for empowerment and self-management, Ask the employee to represent the department at an important, external meeting, Provide opportunities for the employee to determine their own goals and direction, Participation in idea-generation and decision making, Company logo merchandise such as shirts, hats, mugs, and jackets, Framed or unframed certificates to hang on the wall or file, Provide status symbols, whatever they are in your organization and so on and so forth.
The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention. Does your organization solicit ideas and provide an environment in which people are comfortable providing feedback? If so, employees offer ideas, feel free to criticize and commit to continuous improvement. If not, they bite their tongues or find themselves constantly "in trouble" - until they leave.
Another very important strategy for employee retention is their career Planning. Being in Hospitality Industry, Hunger Line needs committed and high-morale employees. But for the employees to be committed, the company will have to make it very clear that it is also very committed to its employees. One very clear cut way to do is to help the employees have successful and satisfying careers. And for this, to start a career management process is the need of the hour. Or in other words, to focus on the employees future with the company. Different initiatives can be taken in this regard,
• Offer on-site or online career centers.
• Encourage role reversal
• Establish a corporate campus through partnerships with local colleges and consultants.
• Help organize “career Success Teams” where small groups of employees from same/different departments meet periodically to network and support in achieving their career goals.
• Provide ‘Career Planning Workshops’ for self-assessment, goal setting, and action planning to manage their careers with the company.
• Offer career oriented appraisals.
And after all this, here comes ‘Exit Interviews’. In fact, formally organized exit interviews are very helpful for any organization as they really provide the ‘true feedback’ to the company for its efforts in the eyes of the employee. These interviews, in fact, prepare a base for the company to make further strategies to retain the rest of the employees who are still there with the company. Here, we also get an opportunity to find out why the talented employees you wanted to keep, left you
At last, I would say that a quality company requires quality people. In order to attract quality people – and keep them – a company must create a culture that is attractive to the best and the brightest, not just in the short-term, but in the long-term as well. They have to become “destination” companies, not just stepping stones to bigger and better jobs.
ALL THE BEST!!!
From India, Delhi
When we talk about the burning problem like ATTRETION....the following points also must be considered....
Retention of the best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. When recruiting, selecting, staffing and hiring, pick the smartest person you can find. And of course, the person must have the job according to his/her personality, competency and qualities. All this assures that the selected person is going to enjoy his/her job and it will surely lead to his/her long-term ‘affair’ with the organization.
A very innovative technique is to involve the Current Employees in Recruiting. It not only helps in establishing a modest recruitment program with positive public relations but also improves employees' perceptions of their relationship with the company. An existing employee really adds value to employee recruitment. It is true that employees have a clear operational understanding of the various roles and responsibilities of the business; they will be more likely to introduce the prospective candidates who match position requirements. Employees feel valued when a personally recommended candidate is considered. Positive public relations will manifest naturally when employees know that they can benefit from attracting others to the business. Thus the participation of the existing employees in the recruitments will certainly foster a spirit of contribution to the big picture.
As the saying goes on, “First impression is the last impression.” Likewise an organization’s first impression also decides the turnover period of an employee. Your new employee orientation is a make 'em or break 'em experience, for a new employee. At its best, the process of new employee orientation solidifies the new employee’s relationship with the organization. It fuels their enthusiasm and guides their steps into a long term positive relationship with the company. Done poorly, the new employee orientation will leave the new employees wondering why on earth they walked through our door. The best new employee orientation:
has targeted goals and meets them,
makes the first day a celebration,
involves family as well as coworkers,
makes new hires productive on the first day,
is not boring, rushed or ineffective, and
uses feedback to continuously improve.
(contd.)
Reducing employee turnover is also dependant on the total work environment we offer for employees. There are several ways for making the work environment more supportive and friendly. Opportunities should be provided for people to share their knowledge via training sessions, presentations, mentoring others and team assignments. Employees like to share what they know. People want to enjoy their work. Make work fun. Engage and employ the special talents of each individual. Involve employees in decisions that affect their jobs and the overall direction of the company whenever possible. Involve them in the discussions regarding company vision, mission, values, and goals. This strategic framework will never "live" for them or become "owned" by them if they merely read it in an email or hanging on the wall.
Better benefits = reduced employee turnover. Offer an attractive, competitive, benefits package. It really gives us a competitive edge in attracting and keeping the best employees. At the same time, it also helps us to create a workplace in which employees are motivated, happy and more productive. These benefits may be given in many forms. Just have a look:- Performance bonus, Attendance bonus, Employee Retention bonus (for being with the company for a long period), Profit sharing, Paid hours for some exceptional work, Career planning and development, Professional association meeting, conference or seminar expense, Discount meals/ Discount Coupons, Already prepared take-home meals, Paid meals for entire family if working on weekend (to allow some family time), Gifted clothes for personal use (such as shirts, sweaters, jackets, hats), Free movies, Birthday card or personal note from executive.
Employee recognition as well as Employee Motivation is also the tool for retaining them. While money is an important form of employee recognition, ideas for employee recognition may be limitless. The following ideas can also be of some help: Gift certificates, Cash awards, Handwritten thank you notes, A letter of appreciation in the employee file, Recognition posted on the employee bulletin board , Contribution noted in the company newsletter, Provide public praise at a staff meeting, Take the employee out to lunch, Send people to conferences and seminars, Ask people to present a summary of what they learned at a conference or seminar at a department meeting, Work out a written employee development plan, Make career development commitments and a schedule, Provide more of the kinds of work the employee likes and less of the work they do not like, Provide opportunities for empowerment and self-management, Ask the employee to represent the department at an important, external meeting, Provide opportunities for the employee to determine their own goals and direction, Participation in idea-generation and decision making, Company logo merchandise such as shirts, hats, mugs, and jackets, Framed or unframed certificates to hang on the wall or file, Provide status symbols, whatever they are in your organization and so on and so forth.
The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention. Does your organization solicit ideas and provide an environment in which people are comfortable providing feedback? If so, employees offer ideas, feel free to criticize and commit to continuous improvement. If not, they bite their tongues or find themselves constantly "in trouble" - until they leave.
Another very important strategy for employee retention is their career Planning. Being in Hospitality Industry, Hunger Line needs committed and high-morale employees. But for the employees to be committed, the company will have to make it very clear that it is also very committed to its employees. One very clear cut way to do is to help the employees have successful and satisfying careers. And for this, to start a career management process is the need of the hour. Or in other words, to focus on the employees future with the company. Different initiatives can be taken in this regard,
• Offer on-site or online career centers.
• Encourage role reversal
• Establish a corporate campus through partnerships with local colleges and consultants.
• Help organize “career Success Teams” where small groups of employees from same/different departments meet periodically to network and support in achieving their career goals.
• Provide ‘Career Planning Workshops’ for self-assessment, goal setting, and action planning to manage their careers with the company.
• Offer career oriented appraisals.
And after all this, here comes ‘Exit Interviews’. In fact, formally organized exit interviews are very helpful for any organization as they really provide the ‘true feedback’ to the company for its efforts in the eyes of the employee. These interviews, in fact, prepare a base for the company to make further strategies to retain the rest of the employees who are still there with the company. Here, we also get an opportunity to find out why the talented employees you wanted to keep, left you
At last, I would say that a quality company requires quality people. In order to attract quality people – and keep them – a company must create a culture that is attractive to the best and the brightest, not just in the short-term, but in the long-term as well. They have to become “destination” companies, not just stepping stones to bigger and better jobs.
ALL THE BEST!!!
From India, Delhi
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.