Hi,
Attrition is common in every organization. Based on the performance and growth of the organization, it will increase or decrease. Based on the various facilities given to the employee, such as:
1. Gift vouchers issued for occasions like marriage and children's studies.
2. Medical policy.
Another main factor is the salary compensation, promotion policy, etc.
Regards,
Mahadevan
From India, Madras
1Attrition is common in every organization. Based on the performance and growth of the organization, it will increase or decrease. Based on the various facilities given to the employee, such as:
1. Gift vouchers issued for occasions like marriage and children's studies.
2. Medical policy.
Another main factor is the salary compensation, promotion policy, etc.
Regards,
Mahadevan
From India, Madras
Employees can be broadly classified into two categories - those who are there to stay and those who are always on the lookout for greener pastures. If employers can develop an understanding of these two types, it could help curb attrition (Psychometric tests may help).
For the first group, employers should convince employees of their growth opportunities and motivate them to excel. For the second group, they may not be able to do much; after all, it's a democratic country!
Daisy Kurien
An employee!
For the first group, employers should convince employees of their growth opportunities and motivate them to excel. For the second group, they may not be able to do much; after all, it's a democratic country!
Daisy Kurien
An employee!
Hi All,
We talk about attrition, which is a great pain in the neck for all organizations. We often think about those people who have left us due to XYZ reasons, and it is indeed important to know. However, have we ever thought about those people who are still with our organization? Have we conducted any surveys to understand what has made them stay with one organization for such a long time? Perhaps this information can help us understand the reasons behind their long-term commitment.
By analyzing why employees choose to stay, we can draw new conclusions and generate ideas on how to improve employee retention strategies.
From India, Delhi
We talk about attrition, which is a great pain in the neck for all organizations. We often think about those people who have left us due to XYZ reasons, and it is indeed important to know. However, have we ever thought about those people who are still with our organization? Have we conducted any surveys to understand what has made them stay with one organization for such a long time? Perhaps this information can help us understand the reasons behind their long-term commitment.
By analyzing why employees choose to stay, we can draw new conclusions and generate ideas on how to improve employee retention strategies.
From India, Delhi
Attrition can be controlled by only transparent dialogue with candidate about your HR Policy and Concerned Department Working Culture
From India, Pune
From India, Pune
Hi All,
Although the given suggestions are good enough to control attrition, these steps still fail to control attrition at times. Is there any other creative way of retaining manpower, especially front-end associates where the attrition level is very high?
From India, Mumbai
Although the given suggestions are good enough to control attrition, these steps still fail to control attrition at times. Is there any other creative way of retaining manpower, especially front-end associates where the attrition level is very high?
From India, Mumbai
Hello Friends !
When we talk about the burning problem like ATTRETION....the following points also must be considered....
Retention of the best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. When recruiting, selecting, staffing and hiring, pick the smartest person you can find. And of course, the person must have the job according to his/her personality, competency and qualities. All this assures that the selected person is going to enjoy his/her job and it will surely lead to his/her long-term ‘affair’ with the organization.
A very innovative technique is to involve the Current Employees in Recruiting. It not only helps in establishing a modest recruitment program with positive public relations but also improves employees' perceptions of their relationship with the company. An existing employee really adds value to employee recruitment. It is true that employees have a clear operational understanding of the various roles and responsibilities of the business; they will be more likely to introduce the prospective candidates who match position requirements. Employees feel valued when a personally recommended candidate is considered. Positive public relations will manifest naturally when employees know that they can benefit from attracting others to the business. Thus the participation of the existing employees in the recruitments will certainly foster a spirit of contribution to the big picture.
As the saying goes on, “First impression is the last impression.” Likewise an organization’s first impression also decides the turnover period of an employee. Your new employee orientation is a make 'em or break 'em experience, for a new employee. At its best, the process of new employee orientation solidifies the new employee’s relationship with the organization. It fuels their enthusiasm and guides their steps into a long term positive relationship with the company. Done poorly, the new employee orientation will leave the new employees wondering why on earth they walked through our door. The best new employee orientation:
has targeted goals and meets them,
makes the first day a celebration,
involves family as well as coworkers,
makes new hires productive on the first day,
is not boring, rushed or ineffective, and
uses feedback to continuously improve.
(contd.)
Reducing employee turnover is also dependant on the total work environment we offer for employees. There are several ways for making the work environment more supportive and friendly. Opportunities should be provided for people to share their knowledge via training sessions, presentations, mentoring others and team assignments. Employees like to share what they know. People want to enjoy their work. Make work fun. Engage and employ the special talents of each individual. Involve employees in decisions that affect their jobs and the overall direction of the company whenever possible. Involve them in the discussions regarding company vision, mission, values, and goals. This strategic framework will never "live" for them or become "owned" by them if they merely read it in an email or hanging on the wall.
Better benefits = reduced employee turnover. Offer an attractive, competitive, benefits package. It really gives us a competitive edge in attracting and keeping the best employees. At the same time, it also helps us to create a workplace in which employees are motivated, happy and more productive. These benefits may be given in many forms. Just have a look:- Performance bonus, Attendance bonus, Employee Retention bonus (for being with the company for a long period), Profit sharing, Paid hours for some exceptional work, Career planning and development, Professional association meeting, conference or seminar expense, Discount meals/ Discount Coupons, Already prepared take-home meals, Paid meals for entire family if working on weekend (to allow some family time), Gifted clothes for personal use (such as shirts, sweaters, jackets, hats), Free movies, Birthday card or personal note from executive.
Employee recognition as well as Employee Motivation is also the tool for retaining them. While money is an important form of employee recognition, ideas for employee recognition may be limitless. The following ideas can also be of some help: Gift certificates, Cash awards, Handwritten thank you notes, A letter of appreciation in the employee file, Recognition posted on the employee bulletin board , Contribution noted in the company newsletter, Provide public praise at a staff meeting, Take the employee out to lunch, Send people to conferences and seminars, Ask people to present a summary of what they learned at a conference or seminar at a department meeting, Work out a written employee development plan, Make career development commitments and a schedule, Provide more of the kinds of work the employee likes and less of the work they do not like, Provide opportunities for empowerment and self-management, Ask the employee to represent the department at an important, external meeting, Provide opportunities for the employee to determine their own goals and direction, Participation in idea-generation and decision making, Company logo merchandise such as shirts, hats, mugs, and jackets, Framed or unframed certificates to hang on the wall or file, Provide status symbols, whatever they are in your organization and so on and so forth.
The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention. Does your organization solicit ideas and provide an environment in which people are comfortable providing feedback? If so, employees offer ideas, feel free to criticize and commit to continuous improvement. If not, they bite their tongues or find themselves constantly "in trouble" - until they leave.
Another very important strategy for employee retention is their career Planning. Being in Hospitality Industry, Hunger Line needs committed and high-morale employees. But for the employees to be committed, the company will have to make it very clear that it is also very committed to its employees. One very clear cut way to do is to help the employees have successful and satisfying careers. And for this, to start a career management process is the need of the hour. Or in other words, to focus on the employees future with the company. Different initiatives can be taken in this regard,
• Offer on-site or online career centers.
• Encourage role reversal
• Establish a corporate campus through partnerships with local colleges and consultants.
• Help organize “career Success Teams” where small groups of employees from same/different departments meet periodically to network and support in achieving their career goals.
• Provide ‘Career Planning Workshops’ for self-assessment, goal setting, and action planning to manage their careers with the company.
• Offer career oriented appraisals.
And after all this, here comes ‘Exit Interviews’. In fact, formally organized exit interviews are very helpful for any organization as they really provide the ‘true feedback’ to the company for its efforts in the eyes of the employee. These interviews, in fact, prepare a base for the company to make further strategies to retain the rest of the employees who are still there with the company. Here, we also get an opportunity to find out why the talented employees you wanted to keep, left you
At last, I would say that a quality company requires quality people. In order to attract quality people – and keep them – a company must create a culture that is attractive to the best and the brightest, not just in the short-term, but in the long-term as well. They have to become “destination” companies, not just stepping stones to bigger and better jobs.
ALL THE BEST!!!
From India, Delhi
When we talk about the burning problem like ATTRETION....the following points also must be considered....
Retention of the best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. When recruiting, selecting, staffing and hiring, pick the smartest person you can find. And of course, the person must have the job according to his/her personality, competency and qualities. All this assures that the selected person is going to enjoy his/her job and it will surely lead to his/her long-term ‘affair’ with the organization.
A very innovative technique is to involve the Current Employees in Recruiting. It not only helps in establishing a modest recruitment program with positive public relations but also improves employees' perceptions of their relationship with the company. An existing employee really adds value to employee recruitment. It is true that employees have a clear operational understanding of the various roles and responsibilities of the business; they will be more likely to introduce the prospective candidates who match position requirements. Employees feel valued when a personally recommended candidate is considered. Positive public relations will manifest naturally when employees know that they can benefit from attracting others to the business. Thus the participation of the existing employees in the recruitments will certainly foster a spirit of contribution to the big picture.
As the saying goes on, “First impression is the last impression.” Likewise an organization’s first impression also decides the turnover period of an employee. Your new employee orientation is a make 'em or break 'em experience, for a new employee. At its best, the process of new employee orientation solidifies the new employee’s relationship with the organization. It fuels their enthusiasm and guides their steps into a long term positive relationship with the company. Done poorly, the new employee orientation will leave the new employees wondering why on earth they walked through our door. The best new employee orientation:
has targeted goals and meets them,
makes the first day a celebration,
involves family as well as coworkers,
makes new hires productive on the first day,
is not boring, rushed or ineffective, and
uses feedback to continuously improve.
(contd.)
Reducing employee turnover is also dependant on the total work environment we offer for employees. There are several ways for making the work environment more supportive and friendly. Opportunities should be provided for people to share their knowledge via training sessions, presentations, mentoring others and team assignments. Employees like to share what they know. People want to enjoy their work. Make work fun. Engage and employ the special talents of each individual. Involve employees in decisions that affect their jobs and the overall direction of the company whenever possible. Involve them in the discussions regarding company vision, mission, values, and goals. This strategic framework will never "live" for them or become "owned" by them if they merely read it in an email or hanging on the wall.
Better benefits = reduced employee turnover. Offer an attractive, competitive, benefits package. It really gives us a competitive edge in attracting and keeping the best employees. At the same time, it also helps us to create a workplace in which employees are motivated, happy and more productive. These benefits may be given in many forms. Just have a look:- Performance bonus, Attendance bonus, Employee Retention bonus (for being with the company for a long period), Profit sharing, Paid hours for some exceptional work, Career planning and development, Professional association meeting, conference or seminar expense, Discount meals/ Discount Coupons, Already prepared take-home meals, Paid meals for entire family if working on weekend (to allow some family time), Gifted clothes for personal use (such as shirts, sweaters, jackets, hats), Free movies, Birthday card or personal note from executive.
Employee recognition as well as Employee Motivation is also the tool for retaining them. While money is an important form of employee recognition, ideas for employee recognition may be limitless. The following ideas can also be of some help: Gift certificates, Cash awards, Handwritten thank you notes, A letter of appreciation in the employee file, Recognition posted on the employee bulletin board , Contribution noted in the company newsletter, Provide public praise at a staff meeting, Take the employee out to lunch, Send people to conferences and seminars, Ask people to present a summary of what they learned at a conference or seminar at a department meeting, Work out a written employee development plan, Make career development commitments and a schedule, Provide more of the kinds of work the employee likes and less of the work they do not like, Provide opportunities for empowerment and self-management, Ask the employee to represent the department at an important, external meeting, Provide opportunities for the employee to determine their own goals and direction, Participation in idea-generation and decision making, Company logo merchandise such as shirts, hats, mugs, and jackets, Framed or unframed certificates to hang on the wall or file, Provide status symbols, whatever they are in your organization and so on and so forth.
The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention. Does your organization solicit ideas and provide an environment in which people are comfortable providing feedback? If so, employees offer ideas, feel free to criticize and commit to continuous improvement. If not, they bite their tongues or find themselves constantly "in trouble" - until they leave.
Another very important strategy for employee retention is their career Planning. Being in Hospitality Industry, Hunger Line needs committed and high-morale employees. But for the employees to be committed, the company will have to make it very clear that it is also very committed to its employees. One very clear cut way to do is to help the employees have successful and satisfying careers. And for this, to start a career management process is the need of the hour. Or in other words, to focus on the employees future with the company. Different initiatives can be taken in this regard,
• Offer on-site or online career centers.
• Encourage role reversal
• Establish a corporate campus through partnerships with local colleges and consultants.
• Help organize “career Success Teams” where small groups of employees from same/different departments meet periodically to network and support in achieving their career goals.
• Provide ‘Career Planning Workshops’ for self-assessment, goal setting, and action planning to manage their careers with the company.
• Offer career oriented appraisals.
And after all this, here comes ‘Exit Interviews’. In fact, formally organized exit interviews are very helpful for any organization as they really provide the ‘true feedback’ to the company for its efforts in the eyes of the employee. These interviews, in fact, prepare a base for the company to make further strategies to retain the rest of the employees who are still there with the company. Here, we also get an opportunity to find out why the talented employees you wanted to keep, left you
At last, I would say that a quality company requires quality people. In order to attract quality people – and keep them – a company must create a culture that is attractive to the best and the brightest, not just in the short-term, but in the long-term as well. They have to become “destination” companies, not just stepping stones to bigger and better jobs.
ALL THE BEST!!!
From India, Delhi
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