First thing HR should do is to have alternate star employees. Do not let anyone become so indispensable that company work suffers. Training needs should be identified, potential employees earmarked for such courses. The organization should be bigger than any individual. Negotiating with an employee who wants to exit may not be too good an idea.
From India, Pune
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3251From India, Pune
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Useful tips from HRtraining 360. True, the endeavor of any organization shall be to retain its star performers as far as possible and not to lose them to its competitors, particularly when he is in the core business like marketing. This may not only lose a business edge in the competitive market because of the disruption in the work in progress but may also incur substantial costs of acquiring talent as his replacement from the talent-scarce employment market. However, it is always advisable to have a succession planning in place to tide over such sudden crises, in the event the organization is not able to retain him.
B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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Exit of a precious employee/top man creates a different type of problem also, which HR must keep in mind. This link gives the contours of the problem: When hiring sucks out rival co's soul - The Times of India
Extract: If the oft-repeated "employees are the soul of a company" holds true, this is what "sucking the soul out of the company" may mean: firms looking to set up a new arm or boost their existing ones are swooping in on entire teams from rival firms. Lifting out a high-performing team or acquiring a group of key executives, as it is termed, is gaining traction as a strategy in India.
My view: Personal loyalties sometimes rule stronger than loyalty to the company. These are challenges for HR.
From India, Pune
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Extract: If the oft-repeated "employees are the soul of a company" holds true, this is what "sucking the soul out of the company" may mean: firms looking to set up a new arm or boost their existing ones are swooping in on entire teams from rival firms. Lifting out a high-performing team or acquiring a group of key executives, as it is termed, is gaining traction as a strategy in India.
My view: Personal loyalties sometimes rule stronger than loyalty to the company. These are challenges for HR.
From India, Pune
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good, its a PRECIOUS knowledge if pecious one has gone. these tips are really helpful for an H.R manager.
From India, Moradabad
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From India, Moradabad
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True, talent retention is a huge challenge for HR now. With the changing character of the workforce in a knowledge economy dominated by millennials, who do not like to stick to one company for a long time in their relentless pursuit of fast growth and material comforts, the term 'loyalty' is losing its meaning. However, the idea that "employees are the soul" of a company holds truer now, given the war for talent among corporations and the extent they go to woo them. There is no point for employers to seek loyalty but to understand the reality and focus on retaining talent.
B. Saikumar
From India, Mumbai
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B. Saikumar
From India, Mumbai
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Talent retention is always a significant challenge for all companies. One way is to ensure that your company remains competitive and sought after in the market. It should be something like Google; people stand in line to gain employment at Google. The human spirit is indomitable and will always seek greater heights. A well-organized company will always have plans to develop standbys and stand-ins for the best employees.
It all depends on the foresightedness of HR to do proper planning, training, and monitoring of employees, attrition rates, reasons for leaving, and have a succession plan for critical posts.
From India, Pune
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It all depends on the foresightedness of HR to do proper planning, training, and monitoring of employees, attrition rates, reasons for leaving, and have a succession plan for critical posts.
From India, Pune
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Making an employee feel valuable is a core job of an HR professional in a company, as well as the management. If an employee feels neglected and doesn't feel appreciated for the efforts they have been making, they may lose respect for the organization and quit the job.
In order to avoid such a situation, the HR department and the management should remember these 7 golden rules that will make every employee happy with the organization:
1. Value their personal lives: Every boss, manager, and HR person should remember that an employee has a personal life. They should know basics about the employee's personal life, such as the names of their children or their parents' health issues. However, they should not interfere in personal problems. Support should be given if an employee's personal life is going through a strain.
2. Value their personal space: The management and HR should give employees space to do their jobs. Micromanaging and continuous checking on work progress can make employees feel suffocated and irritated.
3. Value their efforts: It is crucial for management to acknowledge the extra effort put in by employees, such as working on tasks beyond their job description. Recognizing and appreciating such efforts can boost morale.
4. Value their initiatives: Acknowledge and appreciate employees who take initiatives or show eagerness to learn new things. This recognition can motivate them to excel further.
5. Value their punctuality: Appreciate employees who value time and are punctual. Recognizing and rewarding punctuality can set a good example for other employees.
6. Value their questions: Employees who ask relevant questions show eagerness to perform well. Taking time to answer their queries helps them contribute effectively and avoid mistakes.
7. Value their trust: Employees who trust the management should have that trust valued and maintained. Building and keeping trust is essential for a healthy work environment.
We hope these suggestions will help you make your employees feel valued. If you have any additional suggestions, please share them below.
Thanks & Regards,
Arbind Gaba
9999491895
From India, Mumbai
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In order to avoid such a situation, the HR department and the management should remember these 7 golden rules that will make every employee happy with the organization:
1. Value their personal lives: Every boss, manager, and HR person should remember that an employee has a personal life. They should know basics about the employee's personal life, such as the names of their children or their parents' health issues. However, they should not interfere in personal problems. Support should be given if an employee's personal life is going through a strain.
2. Value their personal space: The management and HR should give employees space to do their jobs. Micromanaging and continuous checking on work progress can make employees feel suffocated and irritated.
3. Value their efforts: It is crucial for management to acknowledge the extra effort put in by employees, such as working on tasks beyond their job description. Recognizing and appreciating such efforts can boost morale.
4. Value their initiatives: Acknowledge and appreciate employees who take initiatives or show eagerness to learn new things. This recognition can motivate them to excel further.
5. Value their punctuality: Appreciate employees who value time and are punctual. Recognizing and rewarding punctuality can set a good example for other employees.
6. Value their questions: Employees who ask relevant questions show eagerness to perform well. Taking time to answer their queries helps them contribute effectively and avoid mistakes.
7. Value their trust: Employees who trust the management should have that trust valued and maintained. Building and keeping trust is essential for a healthy work environment.
We hope these suggestions will help you make your employees feel valued. If you have any additional suggestions, please share them below.
Thanks & Regards,
Arbind Gaba
9999491895
From India, Mumbai
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8. Share with the employees the achievements of the company by appreciating their role in the achievement.
9. Be the first to come forward with a helping hand in adversities of the employee.
10. Value each employee's personal dignity in correcting, guiding, and even imposing penalties. Do them without much publicity and insult.
From India, Chandigarh
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9. Be the first to come forward with a helping hand in adversities of the employee.
10. Value each employee's personal dignity in correcting, guiding, and even imposing penalties. Do them without much publicity and insult.
From India, Chandigarh
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Arbind, there is little doubt about all the 7 tips being so valuable to make employees happy. It is nice that Fr. Xavier made three more value additions. The important pivot in this system of values is the boss. He should be one who shall believe in ethics and values. But I must say that even if these values are absent, employees will still be happy. They will be happy to leave the organization.
B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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I want to add one more tip:
11. Clarify what your enterprise stands for
Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company’s core values.
More details about how to create a happy corporate culture for your employees, you can read more at http://vnmanpower.com/en/creating-a-...ult-bl174.html
From Vietnam, Hanoi
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11. Clarify what your enterprise stands for
Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company’s core values.
More details about how to create a happy corporate culture for your employees, you can read more at http://vnmanpower.com/en/creating-a-...ult-bl174.html
From Vietnam, Hanoi
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
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