Hi ALL, I need an confirmation and confirmation extension letter format. thanks Garima HR
From India, Delhi
From India, Delhi
Dear Garima, What i suggest, go to root cause - what are the reasons employee leaving the jobs. For older employees, go for Employee Satisfaction Survey. Regards Hemant Agarwal
From India, Faridabad
11From India, Faridabad
Dear colleague,
When we discuss about Why employees leave immediately upon their joining, I am reminded of a story that was quoted long time back.
It was announced by God to the dead people when they went up to him to choose between Heaven and Hell (choice was left to them)
They were given opportunity to visit both Heaven and Hell. Surprisingly when they visited Heaven they observed that people were is agony pain and were tortured, but the scene in Hell was quite opposite, people were enjoying, having fun etc.,
Finally when they all went up to God most of chose to go to Hell. God agreed and sent them accordingly. But the scene in Hell had changed. In short what they observed in Heaven was transformed to Hell and vice versa. (The scenes were what we have heard from our elders - Original Heaven and Hell)
So it is important for HR professionals like us to really project what our organisation's culture is right from the day one and not to paint a rosy picture to the candidate prior to his joining or immediately after he joins. If you don't give him the real picture you are bound to face such surprises.
But I would not blame the culture that exists in your organisation. Each organisation has its own culture, the point I am trying to make is, explain it to the new entrants so that they are not taken by surprise. Also try and create an atmosphere/ culture that will retain candidates. Retain good practices in your current organisation and try and minimise the harsh/ impractical practices and replace it with positive practices for better employee retention. This suggestion is because employee retention is the biggest challenge we face these days.
Best regards
M.V.KANNAN
From India, Madras
When we discuss about Why employees leave immediately upon their joining, I am reminded of a story that was quoted long time back.
It was announced by God to the dead people when they went up to him to choose between Heaven and Hell (choice was left to them)
They were given opportunity to visit both Heaven and Hell. Surprisingly when they visited Heaven they observed that people were is agony pain and were tortured, but the scene in Hell was quite opposite, people were enjoying, having fun etc.,
Finally when they all went up to God most of chose to go to Hell. God agreed and sent them accordingly. But the scene in Hell had changed. In short what they observed in Heaven was transformed to Hell and vice versa. (The scenes were what we have heard from our elders - Original Heaven and Hell)
So it is important for HR professionals like us to really project what our organisation's culture is right from the day one and not to paint a rosy picture to the candidate prior to his joining or immediately after he joins. If you don't give him the real picture you are bound to face such surprises.
But I would not blame the culture that exists in your organisation. Each organisation has its own culture, the point I am trying to make is, explain it to the new entrants so that they are not taken by surprise. Also try and create an atmosphere/ culture that will retain candidates. Retain good practices in your current organisation and try and minimise the harsh/ impractical practices and replace it with positive practices for better employee retention. This suggestion is because employee retention is the biggest challenge we face these days.
Best regards
M.V.KANNAN
From India, Madras
Garima,
I suggest you device an exit interview form, in this way all employees leaving will be expected to fill them in with the help of the HR departments. be sure you will get a clue as to why they are leaving that fast. Remember the impression a new employee when he/she comes for an interview is what should be retained, in this case the employee wont feel shortchanged once he/she joins your company.
Lastly give a very thorough induction to the new commers inorder to give them a warm reception and integrate them into the company very fast.
Thanks
Alice
From Kenya
I suggest you device an exit interview form, in this way all employees leaving will be expected to fill them in with the help of the HR departments. be sure you will get a clue as to why they are leaving that fast. Remember the impression a new employee when he/she comes for an interview is what should be retained, in this case the employee wont feel shortchanged once he/she joins your company.
Lastly give a very thorough induction to the new commers inorder to give them a warm reception and integrate them into the company very fast.
Thanks
Alice
From Kenya
Garima
Alice has given a nice suggestion but more than exit interview STAY interview would help .........
For new joinees you must have a very strong induction program in place , you should give them the feel of belonging , provide them a mentor who can guide them on all issues .......
From India, Mumbai
Alice has given a nice suggestion but more than exit interview STAY interview would help .........
For new joinees you must have a very strong induction program in place , you should give them the feel of belonging , provide them a mentor who can guide them on all issues .......
From India, Mumbai
Dear Garima,
To retain people, have a strong induction programme with powerful motivational speeches, success stories of your own employees. Give them the confidence and feel that they have chosen the right kind of organisation.
This will help to improve the engagement ratio.
Regards
NLN
From India, Madras
To retain people, have a strong induction programme with powerful motivational speeches, success stories of your own employees. Give them the confidence and feel that they have chosen the right kind of organisation.
This will help to improve the engagement ratio.
Regards
NLN
From India, Madras
Hi Garima,
I would like to suggest to design a New Hire survey which could be used 2 times:
1. when employees are through with there joining formalities & induction process.
2. when they complete some specific duration in the organization lets say 1 month, 2month..
Even you can also go for Buddy program where you can associate the buddy with new joinees. This will help you in a way that every time when new joinees has some problem they will go their buddy rather than going to other members.
Regards
Nidhi Yadav
HR Generalist Trainer
Appin Technology Lab
Noida
From India, Lucknow
I would like to suggest to design a New Hire survey which could be used 2 times:
1. when employees are through with there joining formalities & induction process.
2. when they complete some specific duration in the organization lets say 1 month, 2month..
Even you can also go for Buddy program where you can associate the buddy with new joinees. This will help you in a way that every time when new joinees has some problem they will go their buddy rather than going to other members.
Regards
Nidhi Yadav
HR Generalist Trainer
Appin Technology Lab
Noida
From India, Lucknow
Hello Garima,
If you gave more details, it could have helped others in giving focused suggestions/advice.
Details like:
1] What's your industry?
2] You mentioned new joinees--are they freshers [right out-of-college] or experienced people?
3] Did you make any enquiries after the initial few of them left? If yes, this leads to 2 sub-queries:
A] Did you enquire from other new joinees who are still around OR from the older unrelated employees OR the immediate superiors of those who left?
B] What was the feedback you got?
Based on the very limited info you posted, pl note that there also EXISTS ANOTHER POSSIBILITY.
Can it be that they have been hired with WRONG inputs about their roles/responsibilities OR given exxagerated info about the company during the selection process [which isn't very uncommon for hiring managers/staff]? And when they realised this after joining, they 'felt' the only option left to them is to leave?
Pl post more details as mentioned above & I am sure you would get more pointed/practical responses from this excellent Forum from so many members who are always ready to assist.
Rgds,
TS
From India, Hyderabad
If you gave more details, it could have helped others in giving focused suggestions/advice.
Details like:
1] What's your industry?
2] You mentioned new joinees--are they freshers [right out-of-college] or experienced people?
3] Did you make any enquiries after the initial few of them left? If yes, this leads to 2 sub-queries:
A] Did you enquire from other new joinees who are still around OR from the older unrelated employees OR the immediate superiors of those who left?
B] What was the feedback you got?
Based on the very limited info you posted, pl note that there also EXISTS ANOTHER POSSIBILITY.
Can it be that they have been hired with WRONG inputs about their roles/responsibilities OR given exxagerated info about the company during the selection process [which isn't very uncommon for hiring managers/staff]? And when they realised this after joining, they 'felt' the only option left to them is to leave?
Pl post more details as mentioned above & I am sure you would get more pointed/practical responses from this excellent Forum from so many members who are always ready to assist.
Rgds,
TS
From India, Hyderabad
hi!
I hope every H.R person need a solution for this.all the above ideas are the existing ideas and good too.but u must make them understand the benefits enjoyed by them if they work consistently in an organisation and appreciation with cash or complements should be provided frequently for the older employees to make them understand that they r valuable to the organisation.
regards
pragadeesh
8056711888
From India, Madras
I hope every H.R person need a solution for this.all the above ideas are the existing ideas and good too.but u must make them understand the benefits enjoyed by them if they work consistently in an organisation and appreciation with cash or complements should be provided frequently for the older employees to make them understand that they r valuable to the organisation.
regards
pragadeesh
8056711888
From India, Madras
Mr Kannan... very well said.
HR execs have to give real pictures to the candidates. Also on the first two days, dont put the new employees in the grind. Come whatever may, any job position, all new joinees should get a corporate induction about the company's work culture and soft skills. This is a must in a developing country like India!
:)
From India, Mumbai
HR execs have to give real pictures to the candidates. Also on the first two days, dont put the new employees in the grind. Come whatever may, any job position, all new joinees should get a corporate induction about the company's work culture and soft skills. This is a must in a developing country like India!
:)
From India, Mumbai
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