Hi Garima
These days its rampant for new joinees to leave within the first week. I have had similar experience in the past as well especially in the BPO industry. There are few factors which can be looked into.
1. Check how good is your Induction Program. Does it leave the new joinees with a lot of time with no action around.
2. Does you induction program cover all the aspect of what the joinee is to do. Is he given clear instruction and the guidlines of how your organisation works.
3. Has the new joinee been promised more than what he is getting in actuals.
4. People leave for two reasons 1. Mismatch of expectation 2. No importance given to them
5. Check with HR whether the joinees had asked for a higher pay and had been negotiated by the HR for a lesser pay. Some people will just take the offer letter and join for a week and use it with some other organisation to get a better initial salary.
6. For people who leave with in the first month after their first salary, its clear example of lack in proper Induction and training program.
This is all about creating the environment for new comers to feel good and proud of being about your company.
7. Find the department where this practice is rampant and internalize to get the reason it probably may be the on the job adjustment for the new comers which might be a problem. Too much of levy or too much of control in the first month will create a wrong impression on the employee and he may leave.
Baki some guys they just leave you cant do anything for them.
ARvind
From India, Bangalore
1These days its rampant for new joinees to leave within the first week. I have had similar experience in the past as well especially in the BPO industry. There are few factors which can be looked into.
1. Check how good is your Induction Program. Does it leave the new joinees with a lot of time with no action around.
2. Does you induction program cover all the aspect of what the joinee is to do. Is he given clear instruction and the guidlines of how your organisation works.
3. Has the new joinee been promised more than what he is getting in actuals.
4. People leave for two reasons 1. Mismatch of expectation 2. No importance given to them
5. Check with HR whether the joinees had asked for a higher pay and had been negotiated by the HR for a lesser pay. Some people will just take the offer letter and join for a week and use it with some other organisation to get a better initial salary.
6. For people who leave with in the first month after their first salary, its clear example of lack in proper Induction and training program.
This is all about creating the environment for new comers to feel good and proud of being about your company.
7. Find the department where this practice is rampant and internalize to get the reason it probably may be the on the job adjustment for the new comers which might be a problem. Too much of levy or too much of control in the first month will create a wrong impression on the employee and he may leave.
Baki some guys they just leave you cant do anything for them.
ARvind
From India, Bangalore
Dear Garima
There are few exercises required especially on Employer Branding/Employee Engagement/Climate Survey.
Pl ensure before calling the candidates for interview:-
You have a crystal clear Organizational chart showing the vacancy role and its reporting structure.
You have Job Analysis (Job description & Job Specification)
During Interview concentrate on the talents of the candidate. You may train them on Skills/Knowledge but talents are difficult to be trained. Keep the record of quantifiable interview performance score.
After interview conduct Candidate Satisfaction survey. If the score of interview performance + candidate satisfaction survey score is high, that means candidate is going to join. If Interview performance score is high and candidate satisfaction score is low, inspite of your offer the candidate is likely to reject or leave within initial period.
The first day of work life is very important. Make it as pleasant as possible. Provide a good induction program followed by induction feed back survey. Also provide a mentor (other than his/her reporting officer)
After a month conduct Employee Engagement Survey. This contains standardised 12 questions and will clearly indicate the business outcomes. This will also servie as a diagnistic tool for retention.
Bi monthly basis conduct Organizational Climate Survey.
Provide grievance redressal machanisms
Dont forget to conduct exit interview whenever any performing employee/star employee leaves the company and get strategic input. This will help to understand the reasons for leaving are within our influencing area or outside the scope of our influencing area.
Pl remember the golden rule: 80% of the employee turnover is caused by only 20% of the problems. Identify with the help of HR Tools/Existing Employees/Resigned Employees even ex employees these 20% of critical problems. You may surprise to find the results. In many cases salary is NOT the top reason.
Regards
U.Viswanathan
Head - Corporate HR
Jamna Auto Industries Ltd
New Delhi
09015350835
From India, New Delhi
There are few exercises required especially on Employer Branding/Employee Engagement/Climate Survey.
Pl ensure before calling the candidates for interview:-
You have a crystal clear Organizational chart showing the vacancy role and its reporting structure.
You have Job Analysis (Job description & Job Specification)
During Interview concentrate on the talents of the candidate. You may train them on Skills/Knowledge but talents are difficult to be trained. Keep the record of quantifiable interview performance score.
After interview conduct Candidate Satisfaction survey. If the score of interview performance + candidate satisfaction survey score is high, that means candidate is going to join. If Interview performance score is high and candidate satisfaction score is low, inspite of your offer the candidate is likely to reject or leave within initial period.
The first day of work life is very important. Make it as pleasant as possible. Provide a good induction program followed by induction feed back survey. Also provide a mentor (other than his/her reporting officer)
After a month conduct Employee Engagement Survey. This contains standardised 12 questions and will clearly indicate the business outcomes. This will also servie as a diagnistic tool for retention.
Bi monthly basis conduct Organizational Climate Survey.
Provide grievance redressal machanisms
Dont forget to conduct exit interview whenever any performing employee/star employee leaves the company and get strategic input. This will help to understand the reasons for leaving are within our influencing area or outside the scope of our influencing area.
Pl remember the golden rule: 80% of the employee turnover is caused by only 20% of the problems. Identify with the help of HR Tools/Existing Employees/Resigned Employees even ex employees these 20% of critical problems. You may surprise to find the results. In many cases salary is NOT the top reason.
Regards
U.Viswanathan
Head - Corporate HR
Jamna Auto Industries Ltd
New Delhi
09015350835
From India, New Delhi
All i think from a common point of view that any new joined will require help from their seniors or older staff. I can tell u the exact reason as to why new joiner leave that is due to lack of support from their co-workers. People in the company do not accept new comers they do not enjoy their company. For the 1st one or two months they are treated as outsiders till they get hand on their work better. Or if there is Jealously in the staff members. If a new member joins Ur company i think u have to introduce them to every one at least 1 or 2 person should be there to help them out as each company has different work. during lunch time u have to see that the senior employees do not keep them away or in short if u see the new employee eating alone lunch then invite them ur tiff in. this will help them overcome their fear. I dont think they will leave ur company if these little things are taken care of. Even see to it that nothing bad about the company is spoken to the new Joined employee.
From India, Thana
From India, Thana
My Suggesstion
1. Make an Induction plan for new joinees , implement and follow this plan from the very first day of joining.
2. Before putting them into their work sit them in HR dept and give feed back about the company's future prospects and about the nature of the persons with whom he/ She has to work with.
3.After putting them into work take feed back once in a week.
From India, Mumbai
1. Make an Induction plan for new joinees , implement and follow this plan from the very first day of joining.
2. Before putting them into their work sit them in HR dept and give feed back about the company's future prospects and about the nature of the persons with whom he/ She has to work with.
3.After putting them into work take feed back once in a week.
From India, Mumbai
Hi Garima,
See there would be several reasons why an employee would leave an organization because there are various factors ,
Issue with Recruitment: Major Role
First you will have to observe as what type of candidates you are getting because now a days the generation are not focused or serious about their jobs so what kind of people u guys select could also be the reason because if u have a crowd where they are just college appeared or doing correspondence or studying this bunch is definite to just stay for a while in the company and then leave .
Isuue with Transport/ Food / Infrastructure
Isuue with Salary
Issue with Training/ Operations
These are few major reasons why an employee would be uncomfortable to continue
E-SAT (employee satisfaction survey) would not work that much but try to find out the root cause first and then get out the solution
I hope this helps you to analyze and work out your problems
Thanks,
Fozi Shaikh
Operations Manager
From India, Mumbai
See there would be several reasons why an employee would leave an organization because there are various factors ,
Issue with Recruitment: Major Role
First you will have to observe as what type of candidates you are getting because now a days the generation are not focused or serious about their jobs so what kind of people u guys select could also be the reason because if u have a crowd where they are just college appeared or doing correspondence or studying this bunch is definite to just stay for a while in the company and then leave .
Isuue with Transport/ Food / Infrastructure
Isuue with Salary
Issue with Training/ Operations
These are few major reasons why an employee would be uncomfortable to continue
E-SAT (employee satisfaction survey) would not work that much but try to find out the root cause first and then get out the solution
I hope this helps you to analyze and work out your problems
Thanks,
Fozi Shaikh
Operations Manager
From India, Mumbai
Dear All,
Everybody share their own opinion which is right but my point of view is different in this cases. First of all I suggest to Realistic Job Preview (RJP) before hire someone.
The process of RJP is to share the applicant before hiring decision regarding the Organization, organizational culture & environment, job description, their salary & compensation issues, other benefit issues like office timing, yearly increment etc motivational issues, career development opportunity etc so that the applicant can take to decision before joining. Lacking of proper information an applicant join in an organization with high ambition but when he saw the different scenario he got frustrated and take decision to go back his previous job or looking for new job.
Hope it will help to everybody to practice the RJP process.
Regards,
Sabuj
e-mail:
From Bangladesh, Dhaka
Everybody share their own opinion which is right but my point of view is different in this cases. First of all I suggest to Realistic Job Preview (RJP) before hire someone.
The process of RJP is to share the applicant before hiring decision regarding the Organization, organizational culture & environment, job description, their salary & compensation issues, other benefit issues like office timing, yearly increment etc motivational issues, career development opportunity etc so that the applicant can take to decision before joining. Lacking of proper information an applicant join in an organization with high ambition but when he saw the different scenario he got frustrated and take decision to go back his previous job or looking for new job.
Hope it will help to everybody to practice the RJP process.
Regards,
Sabuj
e-mail:
From Bangladesh, Dhaka
Dear Santosh,
If your company is working only general shift (day shift) the working hours will exclude lunch break. Effectively the spread over will be 8 hours + Lunch break.
However, wherein companies work 3 shifts the shift is divided into 3 X 8 hours = 24 hours. Here companies include the lunch break within the 8 hours. Effectively the working hours will only be the 7 1/2 hours if the lunch interval is for 30 minutes.
If the company operates in two shifts and there is no night shift then you can still exclude lunch break and have the spread over as 8 hours + Lunch break.
Please note that the tea break that the employee takes during the working hours are generally excluded. But to minimise this time taken and to avoid gossipping during the tea break companies serve tea either at the work spot or permit them to go to the coffe/ tea vending machine by turns and refresh themselves.
Trust the matter is clarified
M.V.KANNAN
From India, Madras
If your company is working only general shift (day shift) the working hours will exclude lunch break. Effectively the spread over will be 8 hours + Lunch break.
However, wherein companies work 3 shifts the shift is divided into 3 X 8 hours = 24 hours. Here companies include the lunch break within the 8 hours. Effectively the working hours will only be the 7 1/2 hours if the lunch interval is for 30 minutes.
If the company operates in two shifts and there is no night shift then you can still exclude lunch break and have the spread over as 8 hours + Lunch break.
Please note that the tea break that the employee takes during the working hours are generally excluded. But to minimise this time taken and to avoid gossipping during the tea break companies serve tea either at the work spot or permit them to go to the coffe/ tea vending machine by turns and refresh themselves.
Trust the matter is clarified
M.V.KANNAN
From India, Madras
Dear Garima,
retention of new joinee is depends on working environment of the place (I am using word place becuase most of company is having many brnaches so place means the branch where new employee is deputed).
generaly HR based at head office.they interview candidate and select.after that small induction programme in h.o candidate is ask to go to the brach for which he/she is recruited.
now everything is depend on the working culture of that branch ( actually as an HR you should analyse the data of retention of all of your branch).the branch where you have more leaving ration of new joinee is the problem of brnach head or branch manager as per openion.
first HR should work out some policy for that type of brnaches to coreect the seniors of brnach.
I would like to share my own experience with you without naming the company.
I had joined one of well reputed company of india few months back.as usual after my selction first 10 days were good since induction and training programme was going on at H.O.
problem started after I went to the location for which i was recruited.to my surprise I found that the working environment of that branch was like a circus.I was so shocked by seeing such a bad working environment in such a reputed public sector company of the company.
within two weeks I had send my resignation to my immidiate manager and left the company.my settlement was came after 60 days and after 4 month (by that time I had already joined the other company)I had received a call from an HR asking did I filled up exit interview ?
in this case I will not blame HR.yes HR made a mistake that they accepted my resignation after it was accepted by my immidiate manager without asking me any questation.
as an HR iyou must think that why you are not able to retain new joinee's?
bhavesh
From India, Pune
retention of new joinee is depends on working environment of the place (I am using word place becuase most of company is having many brnaches so place means the branch where new employee is deputed).
generaly HR based at head office.they interview candidate and select.after that small induction programme in h.o candidate is ask to go to the brach for which he/she is recruited.
now everything is depend on the working culture of that branch ( actually as an HR you should analyse the data of retention of all of your branch).the branch where you have more leaving ration of new joinee is the problem of brnach head or branch manager as per openion.
first HR should work out some policy for that type of brnaches to coreect the seniors of brnach.
I would like to share my own experience with you without naming the company.
I had joined one of well reputed company of india few months back.as usual after my selction first 10 days were good since induction and training programme was going on at H.O.
problem started after I went to the location for which i was recruited.to my surprise I found that the working environment of that branch was like a circus.I was so shocked by seeing such a bad working environment in such a reputed public sector company of the company.
within two weeks I had send my resignation to my immidiate manager and left the company.my settlement was came after 60 days and after 4 month (by that time I had already joined the other company)I had received a call from an HR asking did I filled up exit interview ?
in this case I will not blame HR.yes HR made a mistake that they accepted my resignation after it was accepted by my immidiate manager without asking me any questation.
as an HR iyou must think that why you are not able to retain new joinee's?
bhavesh
From India, Pune
Hello Everyone,
Garima seems to have vanished after she posted this thread 10 days ago !!!???
But she did initiate a very valid thread that's raising so many thought-provoking view-points.
Rgds,
TS
From India, Hyderabad
Garima seems to have vanished after she posted this thread 10 days ago !!!???
But she did initiate a very valid thread that's raising so many thought-provoking view-points.
Rgds,
TS
From India, Hyderabad
Dear All,
find attached sheet whixh I am using to understand "why employee is leaving within 6 months" this is helping me.I dont know it will be helpul to anyone or not.I am not a person of HR but i am very good in peoples mnagement.
if any one is having more detailed material or tracking system to understand the reason "why employee is leaving within six months" from an organisation than please feel free to email me
i am not able to attach the file if any one wants to have it than please email me
regards
bhavesh
From India, Pune
find attached sheet whixh I am using to understand "why employee is leaving within 6 months" this is helping me.I dont know it will be helpul to anyone or not.I am not a person of HR but i am very good in peoples mnagement.
if any one is having more detailed material or tracking system to understand the reason "why employee is leaving within six months" from an organisation than please feel free to email me
regards
bhavesh
From India, Pune
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