Hi,
I am Team Leader in a BPO. Like many Team Leaders I am also facing an issue of High Attrition.
Can any body please help me out with some Employee Retention techniques which will be helpful for reducing the attrition?
Eagerly Waiting for a helping hand to guide me through.
My email address is
Thanks,
Vineet.
From India, Pune
I am Team Leader in a BPO. Like many Team Leaders I am also facing an issue of High Attrition.
Can any body please help me out with some Employee Retention techniques which will be helpful for reducing the attrition?
Eagerly Waiting for a helping hand to guide me through.
My email address is
Thanks,
Vineet.
From India, Pune
Hi Vineet ,
At least you are wanting to solve the HRvirus called attrition.Generally I find people joke about it but never accept that it needs to be addressed! It is in CiteHr we find individuals wanting solutions.Good.Few days back I answered Saravana Kumar and today since the question is similar i have repeated my answer
I have a suggestion regarding Attrition.The way to look at it is as follows:
Step 1: Recognize it for what it is...many get jittery to accept it is happening in their company. The Truth is it is a Global issue. Some times the reasons for many leaving the job could be the case of an unrelenting ,too egoistic Boss who passes his irritation down the line without addressing the issue with maturity. I am not blaming anyone, however the true reasons for leaving a company are rarely written in the reasons to leave. Statutory statement ...for personal reasons....appears very frequently. So it is a challenge to identify the actual reason for one resigning. However, If epidemics can be eradicated with awareness and appropriate measures then surely this can be handled too.
Step 2: Being a very committed and researching kind of Trainer, investigation led me to understand a simple yet powerful Truth "Attrition lessens the moment you employ the right man for the right job..." or identifying the challenges and addressing each with Clarity,Determination and moving on...Yeh, There's no real respite!
We have found that Assessment tools are a good solution for the above.
Since they give a clearer picture with reliability factor rating. And they take a load off the emotional mess employers land up with when they employ or promote the wrong person.
The Assessment tools, created by TTI Performance Systems Ltd, have immediate real-world applications in the areas of:
· Recruitment
· Coaching
· Individual Personal Development
· Identifying Dynamic Teams Within Organizations
· Conflict Negotiation
· Team Building
· Interpersonal Communication Skills
We can offer the tools for the same.For further clarifications reg please do contact us. Training in Softskills and this are two areas I am confident I can give you real support, so you can contact at
.
I hope I have answered your question appropriately. More importantly hope you find relief....
I would as usual end with a fav quote or two....
People may be doing various types of business in the world, but ultimately all business is just… there’s only one business – that is human well being. -SJV
Have a GR8 Day!
Sujatha Suresh
Head-Training & Assessment tools Div
Pravarra
Mobile-098408 54301
From India, Bhilai
At least you are wanting to solve the HRvirus called attrition.Generally I find people joke about it but never accept that it needs to be addressed! It is in CiteHr we find individuals wanting solutions.Good.Few days back I answered Saravana Kumar and today since the question is similar i have repeated my answer
I have a suggestion regarding Attrition.The way to look at it is as follows:
Step 1: Recognize it for what it is...many get jittery to accept it is happening in their company. The Truth is it is a Global issue. Some times the reasons for many leaving the job could be the case of an unrelenting ,too egoistic Boss who passes his irritation down the line without addressing the issue with maturity. I am not blaming anyone, however the true reasons for leaving a company are rarely written in the reasons to leave. Statutory statement ...for personal reasons....appears very frequently. So it is a challenge to identify the actual reason for one resigning. However, If epidemics can be eradicated with awareness and appropriate measures then surely this can be handled too.
Step 2: Being a very committed and researching kind of Trainer, investigation led me to understand a simple yet powerful Truth "Attrition lessens the moment you employ the right man for the right job..." or identifying the challenges and addressing each with Clarity,Determination and moving on...Yeh, There's no real respite!
We have found that Assessment tools are a good solution for the above.
Since they give a clearer picture with reliability factor rating. And they take a load off the emotional mess employers land up with when they employ or promote the wrong person.
The Assessment tools, created by TTI Performance Systems Ltd, have immediate real-world applications in the areas of:
· Recruitment
· Coaching
· Individual Personal Development
· Identifying Dynamic Teams Within Organizations
· Conflict Negotiation
· Team Building
· Interpersonal Communication Skills
We can offer the tools for the same.For further clarifications reg please do contact us. Training in Softskills and this are two areas I am confident I can give you real support, so you can contact at
I hope I have answered your question appropriately. More importantly hope you find relief....
I would as usual end with a fav quote or two....
People may be doing various types of business in the world, but ultimately all business is just… there’s only one business – that is human well being. -SJV
Have a GR8 Day!
Sujatha Suresh
Head-Training & Assessment tools Div
Pravarra
Mobile-098408 54301
From India, Bhilai
Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...trol&submit=Go
https://www.citehr.com/search_new.ph...ools&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
733Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...trol&submit=Go
https://www.citehr.com/search_new.ph...ools&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Dear Sujatha,
Attrition a virus! is it?
I beg your pardon for differing from you. It is not attrition, which is virus. It is higher rate of attrition which needs to be checked. Infact, some rate of attrition is always good. It provides:
1. the juniors to prove their competency at higher level.
2. more promotion avenues.
3. fresh talent from campus.
4. Keep the HR budget in control (economics of 'recruitment Vs retention').
Most important it keeps the organisation moving.
Now, I come to the real devil, higher rate of attrition, it definitely requires urgent attention of the HR community. How can we bring down this to optimum level?
As per my experience, main reason of higher rate of attrition are:
1. Lack of transparency in the orgainsation.
2. Lack of challenges for individual.
3. lack of purpose of job (over a period of time, it becomes more mechanical).
4. More opportunities for every body (so that people of more choices then ever).
6. Booming economy (fat pay packages).
7. Last but not least, company's are missing an emotional touch.
Now, once we know the reasons, solution is always in our hands.
Regards,
Sameer
From India, Calcutta
Attrition a virus! is it?
I beg your pardon for differing from you. It is not attrition, which is virus. It is higher rate of attrition which needs to be checked. Infact, some rate of attrition is always good. It provides:
1. the juniors to prove their competency at higher level.
2. more promotion avenues.
3. fresh talent from campus.
4. Keep the HR budget in control (economics of 'recruitment Vs retention').
Most important it keeps the organisation moving.
Now, I come to the real devil, higher rate of attrition, it definitely requires urgent attention of the HR community. How can we bring down this to optimum level?
As per my experience, main reason of higher rate of attrition are:
1. Lack of transparency in the orgainsation.
2. Lack of challenges for individual.
3. lack of purpose of job (over a period of time, it becomes more mechanical).
4. More opportunities for every body (so that people of more choices then ever).
6. Booming economy (fat pay packages).
7. Last but not least, company's are missing an emotional touch.
Now, once we know the reasons, solution is always in our hands.
Regards,
Sameer
From India, Calcutta
hi
As Mr. has Suresh has rightly called Attrition as a virus, I would like to add that since it is a virus, so obviously instead of attacking the virus, we should make our immune system (organisation culture & values) strong. I would like to jot down some points to fight this virus
1. Employee involvement makes the employee feel as part of organisation.
2. Take care of the family of the employee. e.g. children competitions, family picnic, family invitation os company days etc etc.
3. restructuring of compensation according to industry standards.
4. Include Incentives schemes as part of compensation & benefits.
5. conduct help deks to assisst the employee in any kind of problem he is facing, be it professional or personal.
5. Allocate a mentor to new employees who will take care of every need of new joinee like a new born baby.
6. plan out some retention strategies like computer scheme, car loans etc.
I hope this will be of some help.
From India, Delhi
As Mr. has Suresh has rightly called Attrition as a virus, I would like to add that since it is a virus, so obviously instead of attacking the virus, we should make our immune system (organisation culture & values) strong. I would like to jot down some points to fight this virus
1. Employee involvement makes the employee feel as part of organisation.
2. Take care of the family of the employee. e.g. children competitions, family picnic, family invitation os company days etc etc.
3. restructuring of compensation according to industry standards.
4. Include Incentives schemes as part of compensation & benefits.
5. conduct help deks to assisst the employee in any kind of problem he is facing, be it professional or personal.
5. Allocate a mentor to new employees who will take care of every need of new joinee like a new born baby.
6. plan out some retention strategies like computer scheme, car loans etc.
I hope this will be of some help.
From India, Delhi
Hi there,
you can try Stay Interview,its a new concept,rather than conducting exit interviews,conduct stay interviews for the employees who are still there in your organisation and collect minute details as to what all needs to be improved ,are the present employees happy,are their potential being utilized properly...
Its a good tool,i used in during my summer internship in Accenture and the results were wonderful..
Hope it helps.
Regards,
Rahul
From India, Hyderabad
you can try Stay Interview,its a new concept,rather than conducting exit interviews,conduct stay interviews for the employees who are still there in your organisation and collect minute details as to what all needs to be improved ,are the present employees happy,are their potential being utilized properly...
Its a good tool,i used in during my summer internship in Accenture and the results were wonderful..
Hope it helps.
Regards,
Rahul
From India, Hyderabad
Dear Rahul,
Plesae help me understand more about STAY INTERVIEWS. This concept seems to be very interesting, it would be great if you can brief the entire procedure.
Awaiting your response.
Regards
Bhavna
From India, Delhi
Plesae help me understand more about STAY INTERVIEWS. This concept seems to be very interesting, it would be great if you can brief the entire procedure.
Awaiting your response.
Regards
Bhavna
From India, Delhi
Hello, The concept of Stay Interview seems to be quite interesting. I wud appreciate if you can provide more details with any specific company example. Thanks, Lavanya
Very well said Sujatha! One more thing I have experienced that 360 degree feedback can also help in reducing the Attrition. Karishma
Hi All,
I agree that to some extent fresh talent is needed and this revives the profit ratio of a company. However, Sameer, statistics and experiences show that some organizations have tried and pushed this to the extent that has led to an unpleasant and alarming condition. I have been told that some go to the limit of dropping the lowest 5% employees, though each may be very Good at His/Her job. When I heard this reality and how the HR personnel experience stress ,I guess I got carried away. As you say lets handle Higher rate of Attrition. Sameer you have identified and listed well.Good.
I also agree with Rahul verma and HR-Rahul thank you for your valuable contributions.So many read the posts and I'm sure by addressing issues many perceptions get cleared and solutions found! Do keep posting how to go about facilitating "Stay interviews". Like Bhavana, I too am interested!
If anyone has ideas as to what role a Softskills Trainer can play in this context do share your opinions. Being one, I would like to do that which I can do.
I have a feeling Facilitating/Training in the following may prove helpful:
Looking forward to reading more contributions ....
Have a GR8 Day!
Hi Lavanya been long time, hope you are fine.
Sujatha
"Life has come from a very beautiful source. If you remain in touch with that source, everything about you will be beautiful."-SJV
From India, Bhilai
I agree that to some extent fresh talent is needed and this revives the profit ratio of a company. However, Sameer, statistics and experiences show that some organizations have tried and pushed this to the extent that has led to an unpleasant and alarming condition. I have been told that some go to the limit of dropping the lowest 5% employees, though each may be very Good at His/Her job. When I heard this reality and how the HR personnel experience stress ,I guess I got carried away. As you say lets handle Higher rate of Attrition. Sameer you have identified and listed well.Good.
I also agree with Rahul verma and HR-Rahul thank you for your valuable contributions.So many read the posts and I'm sure by addressing issues many perceptions get cleared and solutions found! Do keep posting how to go about facilitating "Stay interviews". Like Bhavana, I too am interested!
If anyone has ideas as to what role a Softskills Trainer can play in this context do share your opinions. Being one, I would like to do that which I can do.
I have a feeling Facilitating/Training in the following may prove helpful:
- 1) role + KRAs awarness integrated with SWOT analysis
2) Motivation and interpersonal skills
3) Self productivity profile this evolves from a combination of SWOT, Role + Vision of company+ 5 whys
Looking forward to reading more contributions ....
Have a GR8 Day!
Hi Lavanya been long time, hope you are fine.
Sujatha
"Life has come from a very beautiful source. If you remain in touch with that source, everything about you will be beautiful."-SJV
From India, Bhilai
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Attrition Control and Retention Strategies for Changing times.ppt
Attrition-rate. xls