Neetuji, You may also think about in awarding some night allowances to those reports in night shifts, this will definitely motivate them if they get additional perks regds c.m. prakash
From India, Karamsad
From India, Karamsad
hi
job rotation is the one method where you can control attrition to some extent. if one person comes for night shift for a week, then his / her next schedule of shift can be after two weeks, meanwhile they may be engaged in first or second shifts in rest of the week.
good environment, culture can contribute and reduce attrition to some %
r devarajan
From India, Madras
10job rotation is the one method where you can control attrition to some extent. if one person comes for night shift for a week, then his / her next schedule of shift can be after two weeks, meanwhile they may be engaged in first or second shifts in rest of the week.
good environment, culture can contribute and reduce attrition to some %
r devarajan
From India, Madras
In view of the nature of work, I do not think it will be possible to do day shift or rotations. However, it is surprising that ALL hr is in day. Surely ther must be some on night shift. You expect them to relate to you during the day ?
You need to look at your hiring practice and pay scales. If you are paying less than indusry standards for night shift, people will leave.
You need to recruit people o have worked in night shift nd know the problems and difficulties. A fresher will work for a month and get frustrated and leave since he didn't realise how tough it is to work at night.
Since the problems started recently, also check if ther is any change - new manager, work change, introduction of hostile element etc
From India, Mumbai
You need to look at your hiring practice and pay scales. If you are paying less than indusry standards for night shift, people will leave.
You need to recruit people o have worked in night shift nd know the problems and difficulties. A fresher will work for a month and get frustrated and leave since he didn't realise how tough it is to work at night.
Since the problems started recently, also check if ther is any change - new manager, work change, introduction of hostile element etc
From India, Mumbai
Look at the medical liturture on what happens to workers on the night shift and see what you can do to negate some of the effects. I know bright lights at work are very helpful.
If you have a bad supervisor you will not find out from the group discussions. Have the employees that are leaving talk to a hr person and have hr ask them probing questions about why they are leaving and see what patterns appear. Have hr do phone interviews and you may get more honest answers.
Good Luck,
Michael
From United States, Phoenix
If you have a bad supervisor you will not find out from the group discussions. Have the employees that are leaving talk to a hr person and have hr ask them probing questions about why they are leaving and see what patterns appear. Have hr do phone interviews and you may get more honest answers.
Good Luck,
Michael
From United States, Phoenix
Hello Neethu ji,
Mr. Balaji sir given all the points very correctly and effectively.
Employees at the time of joining, for the sake of an employment, will agree to work in night shift. Actually, many of them do not have real ground experience on how night shift will be. There will be a saturation point, after that, people are not able to work in odd shifts.
In some cases, the employee feels like burned out and overwhelmed and tries to look out for another job which will give him some relief from night shift.
Usually, in many companies, first three months will be for training and mentoring purpose; where the employees are not stressed on target and allowed to learn the process. This period is known in our language as honeymoon period. After this, employees are assigned certain tasks and targets. At this time, an employees will look for another job at another company to enjoy another honeymoon period. This is what happening in industry due to abundant opportunities.
Thanks and regards
Raghunandan S
From India, Bangalore
Mr. Balaji sir given all the points very correctly and effectively.
Employees at the time of joining, for the sake of an employment, will agree to work in night shift. Actually, many of them do not have real ground experience on how night shift will be. There will be a saturation point, after that, people are not able to work in odd shifts.
In some cases, the employee feels like burned out and overwhelmed and tries to look out for another job which will give him some relief from night shift.
Usually, in many companies, first three months will be for training and mentoring purpose; where the employees are not stressed on target and allowed to learn the process. This period is known in our language as honeymoon period. After this, employees are assigned certain tasks and targets. At this time, an employees will look for another job at another company to enjoy another honeymoon period. This is what happening in industry due to abundant opportunities.
Thanks and regards
Raghunandan S
From India, Bangalore
Hi Sam,
Would be great if you can explain. I am not aware of this analysis.
BTW- There is no way they can work on day shift. These are US recruiters. Their work timing is (7pm to 2am ). Also rotating the shift will do more harm, they are just 15 folks with one manager.
Regards,
Neethu
From India, Bangalore
Would be great if you can explain. I am not aware of this analysis.
BTW- There is no way they can work on day shift. These are US recruiters. Their work timing is (7pm to 2am ). Also rotating the shift will do more harm, they are just 15 folks with one manager.
Regards,
Neethu
From India, Bangalore
Dear Neetu,
What Mr. Balaji has mentioned is a widely used system in production industry. If you follow this, the staff members would get some relief and get a chance to work in day time also ( hope you are following this same system).
A deep analysis is required to find the reasons to get a solution. Go to the root cause, like do you mention the working shift patters at the time of interview or selection etc. So conduct an "Exit Interview" and ask the leaving people what are the reasons. Check their likes/dislikes and needs. Discuss with the Owners/Management and adopt appropriate measures. Hope you can reduce the attrition.
From Oman, Muscat
What Mr. Balaji has mentioned is a widely used system in production industry. If you follow this, the staff members would get some relief and get a chance to work in day time also ( hope you are following this same system).
A deep analysis is required to find the reasons to get a solution. Go to the root cause, like do you mention the working shift patters at the time of interview or selection etc. So conduct an "Exit Interview" and ask the leaving people what are the reasons. Check their likes/dislikes and needs. Discuss with the Owners/Management and adopt appropriate measures. Hope you can reduce the attrition.
From Oman, Muscat
Neethu,
As I told you earlier, if you continually ask people to be present for Night shifts, they will be fed up of the same and quit. You may say that it is day time for your american counterparts when it is night time for your Indian employees.
When you are prepared to work night, why not the amercan counterparts also work in night i.e. during your day time. There must be a thorough analysis required.
Whenever batch process is going beyond the shift hours, we used to maitain a log sheet where the employees of the night (at the time of winding up their job) shift, record what they did in the previous shift and how long the process is going to take place, etc. At times, the next shift employees arrive much before time, so that they could meet their colleagues in the previous shift to understand what is to be followed next. This helps uninterrupted flow of jobs in any shift operation.
If your organization is engaged in attending to certain customer queries or any other job that requires continual follow up, then the above system can be adapted. Then you MUST have the system of round the clock shift operation.
Morever, the younger boys (or girls) will work for a few months / years will get married. When he/she is requierd to work in night shift (in your organization), his / her spouse is employed in other company in day shift, where these two do not meet only. Probably, they might accept the night shift for addressing their current economic requirement, but surely will not last long. This will create tussle between couples and finally end in separation. I have come across many such people - one of them even my own relative - who did not have child for long time after their marriage and were pressurized by their parents to quit such an organization.
Therefore a lot of socio-economic problems attached to the system of "Your way of working". Think and take an appropriate decision.
Balaji
From India, Madras
As I told you earlier, if you continually ask people to be present for Night shifts, they will be fed up of the same and quit. You may say that it is day time for your american counterparts when it is night time for your Indian employees.
When you are prepared to work night, why not the amercan counterparts also work in night i.e. during your day time. There must be a thorough analysis required.
Whenever batch process is going beyond the shift hours, we used to maitain a log sheet where the employees of the night (at the time of winding up their job) shift, record what they did in the previous shift and how long the process is going to take place, etc. At times, the next shift employees arrive much before time, so that they could meet their colleagues in the previous shift to understand what is to be followed next. This helps uninterrupted flow of jobs in any shift operation.
If your organization is engaged in attending to certain customer queries or any other job that requires continual follow up, then the above system can be adapted. Then you MUST have the system of round the clock shift operation.
Morever, the younger boys (or girls) will work for a few months / years will get married. When he/she is requierd to work in night shift (in your organization), his / her spouse is employed in other company in day shift, where these two do not meet only. Probably, they might accept the night shift for addressing their current economic requirement, but surely will not last long. This will create tussle between couples and finally end in separation. I have come across many such people - one of them even my own relative - who did not have child for long time after their marriage and were pressurized by their parents to quit such an organization.
Therefore a lot of socio-economic problems attached to the system of "Your way of working". Think and take an appropriate decision.
Balaji
From India, Madras
A shift job comes with its own not-understandable problems. i have personal experience in this some time ago.
conduct a skip level meeting asking people to speak up after assuring safety on all terms. such meetings can bring out many small but important problems.
i will tell you a few situations which were revealed in a skip level meeting: one employee stated the following: "i was processing a client request online during night shift and i had to suddenly run towards the rest room as i had to puke. i also had fever. a team leader who saw this was not only upset with me but turned this into an issue without caring to find out why i did that"
this is just a small example. you never know how helpful it can be to hold such meetings in trying situations.
another way would be to give out feedback forms to be submitted in writing in person only to one concerned and responsible authority. this will also bring out incidents which affect people. this is particularly useful to those employees who don't open up quickly.
what is your exit interview pattern? have you spent enough time and thought to find out the concerns during exit interview.
madhu_ratna
From India, Bangalore
conduct a skip level meeting asking people to speak up after assuring safety on all terms. such meetings can bring out many small but important problems.
i will tell you a few situations which were revealed in a skip level meeting: one employee stated the following: "i was processing a client request online during night shift and i had to suddenly run towards the rest room as i had to puke. i also had fever. a team leader who saw this was not only upset with me but turned this into an issue without caring to find out why i did that"
this is just a small example. you never know how helpful it can be to hold such meetings in trying situations.
another way would be to give out feedback forms to be submitted in writing in person only to one concerned and responsible authority. this will also bring out incidents which affect people. this is particularly useful to those employees who don't open up quickly.
what is your exit interview pattern? have you spent enough time and thought to find out the concerns during exit interview.
madhu_ratna
From India, Bangalore
Hi Neethu,
I am into US Recruitment for the past 6months and this is my first job... Even my company facing attrition problem right now... In your case i guess that would be two reasons for attrition
1. If any sudden changes happened like fixing upon target or over workload
2. If the employees felt that there is no improvement on their performance appraisal..
In my guess these might be the reason for attrition...
From India, Madras
I am into US Recruitment for the past 6months and this is my first job... Even my company facing attrition problem right now... In your case i guess that would be two reasons for attrition
1. If any sudden changes happened like fixing upon target or over workload
2. If the employees felt that there is no improvement on their performance appraisal..
In my guess these might be the reason for attrition...
From India, Madras
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