FOA wud like to thanks Vineet for asking such a nice question and then to Amit for a wonderful suggestion. really a valuable suggestion. Thanks a lot Regards, Pooja Pandey
Hi Deepak,
I completely agree with you that attrition cannot be stopped completely.
However my question remains how can we lure employees to stay and build bonds within the orgnanisation.
Earlier the employees used to stay for years together but what is it that brings unstability to this extent.
The mindset now? if thats the problem then how can we change the perception of the people about the outsourcing industry
DK
From India, Mumbai
I completely agree with you that attrition cannot be stopped completely.
However my question remains how can we lure employees to stay and build bonds within the orgnanisation.
Earlier the employees used to stay for years together but what is it that brings unstability to this extent.
The mindset now? if thats the problem then how can we change the perception of the people about the outsourcing industry
DK
From India, Mumbai
Following questions are repeatedly arise in the mind of employee before he decide to leave the current job:
What do I get?
1. DO I know what is expected of me at work?
2. Do i have the materials and equipment I need, to do my work right?
What do I give?
3. At work, do i have the opportunity to do what I do best every day?
4. In the last seven days, have i received recognition or praise for doing good work?
5. Does my supervisor or someone at work seem to care about me as a person?
6. Is there someone at work who encourages my development?
Do I belong here?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
How can we all grow?
11. In last six months, has someone talked to me about my progress?
12. This last year, have i had the opportunity at work to learn and grow?
If above questions have positive answers, then it is better workplace
- Employee would not like to leave.
-hiren
From India, Ahmadabad
3What do I get?
1. DO I know what is expected of me at work?
2. Do i have the materials and equipment I need, to do my work right?
What do I give?
3. At work, do i have the opportunity to do what I do best every day?
4. In the last seven days, have i received recognition or praise for doing good work?
5. Does my supervisor or someone at work seem to care about me as a person?
6. Is there someone at work who encourages my development?
Do I belong here?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
How can we all grow?
11. In last six months, has someone talked to me about my progress?
12. This last year, have i had the opportunity at work to learn and grow?
If above questions have positive answers, then it is better workplace
- Employee would not like to leave.
-hiren
From India, Ahmadabad
Hi All,
I red comments given by you all. Seems like to be implement, but friends I hope you all are aware with the basic difference between theoretical & practical scenario presently we are facing in our companies.
I would like to ask Amit, that do you really think the points (not all) you have given we can implement in our organization?
My experience & knowledge says that we can control attrition with the help of two things:
- Open Discussion &
- To review job profile / responsibilities of employees on time to time.
Sorry Amit, if you are fresher then the points provided by you is very good but if not then I would say its difficult to implement things in all companies (specially in favour of employees at all the time).
Thanks
NM
From India, Delhi
I red comments given by you all. Seems like to be implement, but friends I hope you all are aware with the basic difference between theoretical & practical scenario presently we are facing in our companies.
I would like to ask Amit, that do you really think the points (not all) you have given we can implement in our organization?
My experience & knowledge says that we can control attrition with the help of two things:
- Open Discussion &
- To review job profile / responsibilities of employees on time to time.
Sorry Amit, if you are fresher then the points provided by you is very good but if not then I would say its difficult to implement things in all companies (specially in favour of employees at all the time).
Thanks
NM
From India, Delhi
Hi Neetu,
Sorry to say, but i am not agree with you that one can't implement these tools to minimize retention.. Infact most of us do follow these tools but never think of that it may reduce the rate of attrition..
Infact these are the tools if been implemented successfully may create a healthy working environment.. which in turn will increase the satisfaction level of the employees and will definitely reduce the above said rate..
Regarding personal things whatever you said.. Sorry No comments..
Regards,
Amit Seth.
From India, Ahmadabad
Sorry to say, but i am not agree with you that one can't implement these tools to minimize retention.. Infact most of us do follow these tools but never think of that it may reduce the rate of attrition..
Infact these are the tools if been implemented successfully may create a healthy working environment.. which in turn will increase the satisfaction level of the employees and will definitely reduce the above said rate..
Regarding personal things whatever you said.. Sorry No comments..
Regards,
Amit Seth.
From India, Ahmadabad
Hi Amit,
i totally agree with wht all u said.the tools u discussed in starting, most companies are following these to reduce the attrition.well neetu its wrong to quote tht companies are not looking forward for these tools.
but amit still m in dark to make clear in case of outsourcing companies.as i asked further also.
Vineeta Raghuwanshi
From India, Mumbai
i totally agree with wht all u said.the tools u discussed in starting, most companies are following these to reduce the attrition.well neetu its wrong to quote tht companies are not looking forward for these tools.
but amit still m in dark to make clear in case of outsourcing companies.as i asked further also.
Vineeta Raghuwanshi
From India, Mumbai
Dear Vineetha,
Though Amit has rightly said, I would like suggest as follows -
Three Things to Motivate & Retain Employees
HR Managers today must provide an attractive and motivating environment to their employees than just a handsome salary in order to retain them. Employees these days hop jobs for a mere10-15 per cent pay hike! Organisations that succeed to attract, retain and motivate employees, emerge as winners. It doesn’t take much to have a motivated workforce; all you need to do is create an exciting environment. Three things to motivate & retain employees are…
Positive work environment.
Rewards for proper conduct.
Employee involvement.
How to create a positive work environment?
Explain to them ‘The Big Picture’ to give them the sense of pride and purpose for working with the company. Give your employees a chance to put forward their views in decision making (whenever required and possible).
Their suggestions are important. Give them resources to support them and to ensure they perform better. Cater to their growth needs and give them a mentor for improving and developing new skills.
Rewards for proper conduct - Praise & Recognition
No money in the world can replace a compliment. Sure, it does attract talent through the front door, but it never prevents them from leaving through the back door. Two most important elements for employee retention are praise and recognition. Monetary rewards are fast forgotten, try something that will stay forever.
For instance;
A retail store came out with “My Shinning Star” peer recognition programme. Every month employees were rewarded for their outstanding conduct & qualities like taking beyond duty calls, perfect attendance, hard work, team work, friendly & caring nature etc.
Employees had the power to reward their peers for doing a good job. An employee who received the highest number of votes in a month received a special gift from the store manager along with his name being put up on the bulletin board.
This is what is called a FAST-FUN formula…
Focus on the behaviour to be rewarded.
Avoid bureaucratic committees.
Simplicity
Team ownership.
FUN, entertaining and spontaneous..
Involve your Employees
Employee involvement plays at all levels from self-esteem, motivation to retention. A feeling of belongingness and worth will attach the employee with the organisation and its affect will be higher than that of a hefty salary. Find a way to tell your employees that they are special to the organisation.
For example; TD Industries in Dallas has a unique way of showing employee involvement. One wall in the office has the photographs of all those who were with the company for more than five years.
Whichever way you take it, keep in mind these key factors. Your employees will enjoy their work, feel that they have a purpose and therefore will be able to reach their potential.
Regards
Meenakshi Roy
From India, New Delhi
Though Amit has rightly said, I would like suggest as follows -
Three Things to Motivate & Retain Employees
HR Managers today must provide an attractive and motivating environment to their employees than just a handsome salary in order to retain them. Employees these days hop jobs for a mere10-15 per cent pay hike! Organisations that succeed to attract, retain and motivate employees, emerge as winners. It doesn’t take much to have a motivated workforce; all you need to do is create an exciting environment. Three things to motivate & retain employees are…
Positive work environment.
Rewards for proper conduct.
Employee involvement.
How to create a positive work environment?
Explain to them ‘The Big Picture’ to give them the sense of pride and purpose for working with the company. Give your employees a chance to put forward their views in decision making (whenever required and possible).
Their suggestions are important. Give them resources to support them and to ensure they perform better. Cater to their growth needs and give them a mentor for improving and developing new skills.
Rewards for proper conduct - Praise & Recognition
No money in the world can replace a compliment. Sure, it does attract talent through the front door, but it never prevents them from leaving through the back door. Two most important elements for employee retention are praise and recognition. Monetary rewards are fast forgotten, try something that will stay forever.
For instance;
A retail store came out with “My Shinning Star” peer recognition programme. Every month employees were rewarded for their outstanding conduct & qualities like taking beyond duty calls, perfect attendance, hard work, team work, friendly & caring nature etc.
Employees had the power to reward their peers for doing a good job. An employee who received the highest number of votes in a month received a special gift from the store manager along with his name being put up on the bulletin board.
This is what is called a FAST-FUN formula…
Focus on the behaviour to be rewarded.
Avoid bureaucratic committees.
Simplicity
Team ownership.
FUN, entertaining and spontaneous..
Involve your Employees
Employee involvement plays at all levels from self-esteem, motivation to retention. A feeling of belongingness and worth will attach the employee with the organisation and its affect will be higher than that of a hefty salary. Find a way to tell your employees that they are special to the organisation.
For example; TD Industries in Dallas has a unique way of showing employee involvement. One wall in the office has the photographs of all those who were with the company for more than five years.
Whichever way you take it, keep in mind these key factors. Your employees will enjoy their work, feel that they have a purpose and therefore will be able to reach their potential.
Regards
Meenakshi Roy
From India, New Delhi
Hi friends !
Indeed atrition is the pain in neck now a days. However, more I think about why people leave a job, more I feel it is about our basic instints.
I have talked to people who leave jobs (personally as well as officially), I have talked to people who join organisation and I have had reactions of people who appear for interviews (Why do you want to leave your present employment? :) )
Further, I have personally have had 3 employments in my 6.5 years career.
I feel leaving a job is based on our basic instincts - "Fight or Fly".
In complex organisational environment we face so many situations which we feel are hostile to us. And in hostile situation we animals (including social animals) tend to react by "fighting and flying".
Animals infact prefer avoiding fight as far as possible but opt it as last option for self defence. The first option is flying. Even when fight is opted, one constantly keeps looking for a way to escape (fly). And as soon as an opportunity to escape / fly is there, it is opted, leaving the fight unfinished.
I have seen reasons like better pay, job satisfaction, career opportunities being discussed.
However, most cases I have seen are flying away from pressure due to high expectations and fear of not meeting them. The hostile perceived situations are reacted with fight or fly. Job responsibilities are becoming ever complex.
Once a Manager told me, "In organisations you will come across situations which are not as per our expectations, situations in which we are uncomfortable. We can accept them or change them or go away." The first is easy but does not guarrantee a permanent solution. We may feel discomfort even after accepting it. Our mind does not allow us to accept it. Changing the situation is very difficult. It is painstaking and emotionally drenching. It needs time, patience and courage. Very few opt for this. The easiest is to go away from situation. Which most people do."
In present situation where there are so many opportunities to "escape / fly" in form of job opportunities, very seldom people opt for "fighting and changing' the situation.
I know this is a debatable issue and would like to have your views, arguments. Also if someone throws some light on how to make people not perceive situations as hostile will be appreciated.
Regards,
- Hiten
From India, New Delhi
Indeed atrition is the pain in neck now a days. However, more I think about why people leave a job, more I feel it is about our basic instints.
I have talked to people who leave jobs (personally as well as officially), I have talked to people who join organisation and I have had reactions of people who appear for interviews (Why do you want to leave your present employment? :) )
Further, I have personally have had 3 employments in my 6.5 years career.
I feel leaving a job is based on our basic instincts - "Fight or Fly".
In complex organisational environment we face so many situations which we feel are hostile to us. And in hostile situation we animals (including social animals) tend to react by "fighting and flying".
Animals infact prefer avoiding fight as far as possible but opt it as last option for self defence. The first option is flying. Even when fight is opted, one constantly keeps looking for a way to escape (fly). And as soon as an opportunity to escape / fly is there, it is opted, leaving the fight unfinished.
I have seen reasons like better pay, job satisfaction, career opportunities being discussed.
However, most cases I have seen are flying away from pressure due to high expectations and fear of not meeting them. The hostile perceived situations are reacted with fight or fly. Job responsibilities are becoming ever complex.
Once a Manager told me, "In organisations you will come across situations which are not as per our expectations, situations in which we are uncomfortable. We can accept them or change them or go away." The first is easy but does not guarrantee a permanent solution. We may feel discomfort even after accepting it. Our mind does not allow us to accept it. Changing the situation is very difficult. It is painstaking and emotionally drenching. It needs time, patience and courage. Very few opt for this. The easiest is to go away from situation. Which most people do."
In present situation where there are so many opportunities to "escape / fly" in form of job opportunities, very seldom people opt for "fighting and changing' the situation.
I know this is a debatable issue and would like to have your views, arguments. Also if someone throws some light on how to make people not perceive situations as hostile will be appreciated.
Regards,
- Hiten
From India, New Delhi
Amit sir,
your suggestions are really great and I think if implemented then Hr persons can be out of that attrition tension and hiring tension every month.
But, sir, let me know your views about succession plan . What I think is....succession plan is something more effective then retention plan.
Drawbacks of retention plan.
1. The employee retained will not give the out put as before
2. The employee will think himself/herself as indispensable to the company and can be a disaster to the company.
3. The retained employee may try to exploit the company anytime because he/she is indispensable and will think that company won't survive without him/her.
5. His behavior will be something may not be up to mark, because he/she will never care for any rule as he/she is retained by the management and will think that rules are not for him/her.
6. He will treat other team members like anything because he will think that he is above the rules as he is indispensable.
7. His or her managers and supervisors will not force him/her to do a piece of work , if they force and request he/she may deny showing one or other reason.
and somany other drawbacks will be reflected.
What do you think ? am I right?
Thanks
dev
From India, Gurgaon
your suggestions are really great and I think if implemented then Hr persons can be out of that attrition tension and hiring tension every month.
But, sir, let me know your views about succession plan . What I think is....succession plan is something more effective then retention plan.
Drawbacks of retention plan.
1. The employee retained will not give the out put as before
2. The employee will think himself/herself as indispensable to the company and can be a disaster to the company.
3. The retained employee may try to exploit the company anytime because he/she is indispensable and will think that company won't survive without him/her.
5. His behavior will be something may not be up to mark, because he/she will never care for any rule as he/she is retained by the management and will think that rules are not for him/her.
6. He will treat other team members like anything because he will think that he is above the rules as he is indispensable.
7. His or her managers and supervisors will not force him/her to do a piece of work , if they force and request he/she may deny showing one or other reason.
and somany other drawbacks will be reflected.
What do you think ? am I right?
Thanks
dev
From India, Gurgaon
Hi Amit,
Xlnt!!!
Everything is exact!!!
Keep going!!!
One more thing I wish to add, may be acceptable or not,
Employer has to treat all the employees equally, nowadays, it doesn't happens in SMB's. Partiality has to be discarded. Sometimes difference in treatment may differ based on the performance and contribution of the employee compared with the other, may be it can be accepted too.
But personal interest on certain employees, and based on that treating the employees with best performance and contribution somewhat comparitively degraded will keep the employees moving on....
Have to give importance to loyalty, performance and contribution!!!
Personal interest should be always out of office and business!!!
I wish to have all your comments!!!
Regret if anything is wrong!!
Regards,
Vennila
From India, Madras
Xlnt!!!
Everything is exact!!!
Keep going!!!
One more thing I wish to add, may be acceptable or not,
Employer has to treat all the employees equally, nowadays, it doesn't happens in SMB's. Partiality has to be discarded. Sometimes difference in treatment may differ based on the performance and contribution of the employee compared with the other, may be it can be accepted too.
But personal interest on certain employees, and based on that treating the employees with best performance and contribution somewhat comparitively degraded will keep the employees moving on....
Have to give importance to loyalty, performance and contribution!!!
Personal interest should be always out of office and business!!!
I wish to have all your comments!!!
Regret if anything is wrong!!
Regards,
Vennila
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Attrition Control and Retention Strategies for Changing times.ppt
Attrition-rate. xls