Hi, Some is in that team who is spoiling the team find out & take necessary action to rectify. Best regards milind
From India, Pune
5From India, Pune
Dear Neethu, As per my openion keep young/unmarried & 50 - 50 ratio of male & female employees. I think you can see the unexpected results through this. Regards, Nishant
From India, Mumbai
From India, Mumbai
Hi Neetu,
I would suggest to make a thorough analysis from start (hire) to end (exit) and try to know about their work procedure (how they are working, are they happy with the current responsiblities or manager, etc) or how they feel about the facility,night shift benefits (Free night food, Free transportation,etc), if any and then go and talk to them.
Try to get their confidence that they are same like others who works in day shift. Arrange some competitions, reward them, publish it through your company communication channel, once in a 3 months or 6 months arrange a meeting with company seniors, etc. If we motivate them then the trust will increase.
If you don't have any HR at night then conducting a survey is a best option through which you can get their issues, comments as well as work satisfaction level. If you want to make a shift then you can keep a work tracker in your team folder (which is accessible by all 15 members) in which all 15 member's task should be covered with progress status or comment. It will help other team members to get the exact status of the issues, if any.
Regards,
I would suggest to make a thorough analysis from start (hire) to end (exit) and try to know about their work procedure (how they are working, are they happy with the current responsiblities or manager, etc) or how they feel about the facility,night shift benefits (Free night food, Free transportation,etc), if any and then go and talk to them.
Try to get their confidence that they are same like others who works in day shift. Arrange some competitions, reward them, publish it through your company communication channel, once in a 3 months or 6 months arrange a meeting with company seniors, etc. If we motivate them then the trust will increase.
If you don't have any HR at night then conducting a survey is a best option through which you can get their issues, comments as well as work satisfaction level. If you want to make a shift then you can keep a work tracker in your team folder (which is accessible by all 15 members) in which all 15 member's task should be covered with progress status or comment. It will help other team members to get the exact status of the issues, if any.
Regards,
Dear Neethu,
Following links will help you on '5 why' analysis. Good luck.
Determine The Root Cause: 5 Whys
5-Why Analysis Method Tool
From India, Madras
Following links will help you on '5 why' analysis. Good luck.
Determine The Root Cause: 5 Whys
5-Why Analysis Method Tool
From India, Madras
Ms. Neethu,
From India, Pune
- To me, continuous night shift alone is a big problem causing attrition. There are no easy solutions to this problem.
- You have already mentioned that shift rotation is not possible. I am sure you must be paying more and offering some extra benefits to employees exclusively and continuously working in night shift. If not take some measures to make it attractive.
- But finally, you can not expect someone to work continuously in night shift. One will work in night shift till he/she gets required experience and will shift to day job or rotating shift job at the first opportunity.
- In short, attrition will be always high in case of continuous night shift.
From India, Pune
An analysis of the Exit Interview of the employees leaving the night shift ,should bring out the reason for attrition.
once you have the variables listed ,then solutions can be found. In addition ,incentives should be built in where required.
best wishes
KJ
From India, Jamshedpur
once you have the variables listed ,then solutions can be found. In addition ,incentives should be built in where required.
best wishes
KJ
From India, Jamshedpur
Hi KJ, I wish I have exist interview inputs. But most of the cases are absconding. Regards, Neethu
From India, Bangalore
From India, Bangalore
Neethu,
As mentioned above, you find out the root cause of leaving the job "night shift employees" for that you start the practise of "Exit Interview" then automatically you get the reason of leaving the job, you can analyse the root cause and discuss with your management for better solution.
From India, Mumbai
As mentioned above, you find out the root cause of leaving the job "night shift employees" for that you start the practise of "Exit Interview" then automatically you get the reason of leaving the job, you can analyse the root cause and discuss with your management for better solution.
From India, Mumbai
Dear Neethu,
For reducing attrition rate, you have to fill exit interview sheet to seek problems and you may also conduct job satisfaction survey immediatly among night shift employees. According you may make strategy to stop attrition.
Regards,
Shivnendra K
From India, New Delhi
For reducing attrition rate, you have to fill exit interview sheet to seek problems and you may also conduct job satisfaction survey immediatly among night shift employees. According you may make strategy to stop attrition.
Regards,
Shivnendra K
From India, New Delhi
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.
Working Journalists & Other Newspaper Employees (Conditions Of Service) & Miscellaneous Provisio.pdf
Attrition-rate. xls
Working with communities.ppt