Managing Turnover
Most employers do not fully understand why employees choose to leave their organizations. But to retain their best employees, HR leaders must make sure their organizations clearly communicate expectations about rewards, work and productivity -- and then deliver on the promise.
Setting a candidate's expectations and delivering on the reward promise is an effective way to achieve a more loyal workforce, according to the 2007/2008 Global Strategic Rewards study by Washington-based HR consulting company Watson Wyatt Worldwide.
In fact, nearly seven in 10 (69 percent) employees who say their employers succeeded in delivering on the promises they made about employment and rewards are highly engaged in their work, versus roughly one-quarter overall.
For complete article, please refer to the link below:-
http://howtomanagehumanresources.blogspot.com/
Regards
Amit Bhagria
From India, Gurgaon
7Most employers do not fully understand why employees choose to leave their organizations. But to retain their best employees, HR leaders must make sure their organizations clearly communicate expectations about rewards, work and productivity -- and then deliver on the promise.
Setting a candidate's expectations and delivering on the reward promise is an effective way to achieve a more loyal workforce, according to the 2007/2008 Global Strategic Rewards study by Washington-based HR consulting company Watson Wyatt Worldwide.
In fact, nearly seven in 10 (69 percent) employees who say their employers succeeded in delivering on the promises they made about employment and rewards are highly engaged in their work, versus roughly one-quarter overall.
For complete article, please refer to the link below:-
http://howtomanagehumanresources.blogspot.com/
Regards
Amit Bhagria
From India, Gurgaon
Turn over , in recent years is a very important organisational issue.Reasons are many for high employee turnover.In an intensively competitive environment poaching is common,besides organisations find it difficult to hold on to employees.Further,employees themselves do not want to stick to any organisation for too long,for a good no. of new opportunities stare them in the face.
Attrition troubles r mainly due to monotony, lack of right opportunities & min. carrer growth.Surveys also reveal that the following r also strong reasons for turn over:
1.Night shift.
2.Money.
3.High stress levels.
4.Routine work.
5.C0. policies.
6.Problems with bosses & co-workers.
Organisations must take up initiatives to tackle this on a massive scale thro' various retention strategies.
Regards,
RGS.
From India, Bangalore
Attrition troubles r mainly due to monotony, lack of right opportunities & min. carrer growth.Surveys also reveal that the following r also strong reasons for turn over:
1.Night shift.
2.Money.
3.High stress levels.
4.Routine work.
5.C0. policies.
6.Problems with bosses & co-workers.
Organisations must take up initiatives to tackle this on a massive scale thro' various retention strategies.
Regards,
RGS.
From India, Bangalore
Hi
It is better to design retention,reward policies also to review then time to time so that timely upgradation of retetion strategy is maintened to keep key employees.
May be incentive based,promotion based ,carreer growth based,fun and joy in work place etc
thnx
tarun
From India, Lucknow
It is better to design retention,reward policies also to review then time to time so that timely upgradation of retetion strategy is maintened to keep key employees.
May be incentive based,promotion based ,carreer growth based,fun and joy in work place etc
thnx
tarun
From India, Lucknow
Hi,
Employee turn over can happen on two counts: poor perfomance on the job below the organization's expectation or individual's personal goals/values are not realised.
Management alone cannot solve this dilemma: the employee is equally responsible for both.
Sadly, emplyees ignore their role and management is ignoring their role in helping emplyees meet their goals/values.
The solution is to educate both on their rights and responsibilities as well as provide fail safe tools to understand and execute them.
As a consultant and trainer with www.blessingwhite.com, I have discovered a few solutions that have proven effective globally over the years.
1. A simple low cost online tool for manager and employee called " Fast Start"
2. A program for employees called Managing Personal Growth
3. A program for managers called Helping Others Succeed.
These are developed based on ongoing research and global surveys. The next survey has been launched.
www.hranexi.com is their India Partner.
We encourage you as a company to participate in this global survey not on satisfaction but on Emplyee Engagement and use their free report to evolve strategies to manage attrition!
Best wishes,'
Jo
Here is an opportunity for you to add real value to your organization by participating in a Global Survey which may be utilized for initiating approporiate interventions if necessary.
We at HR Anexi in association with BlessingWhite are pleased to invite you to participate in our global survey:
‘The State of Employee Engagement Survey – 2008’
THE SURVEY
BlesssingWhite over the years has championed the cause of Employee Engagement with periodic global surveys.
HR Anexi is proud to partner with BlessingWhite in this global quest.
ENGAGEMENT, according to us is an intangible alignment of Maximum Job Contribution and Maximum Job Satisfaction.
The 2008 survey will look at exploring:
How do people feel about their jobs?
Who wants to stay or leave – and why?
What drives their performance?
What most impacts their satisfaction?
How does the manager fit into the equation?
Where do their talents come into play?
Who knows where the organization’s going?
PARTICIPATION IN THE SURVEY
The survey is FREE, ON-LINE and will take just 10 minutes to complete.
To participate, please click on this link and follow the instructions (send it to all your employees)
It will take just 10 minutes to complete the survey.
http://blessingwhite.com <link updated to site home>
The last date of completion for this free survey is February 15th, 2008.
THE OUTCOMES
We will be publishing the following reports:
India Report Card (State of Engagement of Employees in India via-a-vis other major countries in the world) – Complementary copy to all participating companies
Industry Comparative (covering almost 17 industry segments)
Company Specific Customized reports
If you would be interested in Company Specific report (STATE OF ENGAGEMENT OF EMPLOYEES IN YOUR COMPANY), we will set up a
separate URL for your company.
Please write / call on us at
or below mentioned numbers.
For 2&3 above there is a nominal fee to cover our administrative costs.
Please find attached a brief presentation on the Engagement Survey 2008. Do let me know if you need any additional information.
From India, Bangalore
Employee turn over can happen on two counts: poor perfomance on the job below the organization's expectation or individual's personal goals/values are not realised.
Management alone cannot solve this dilemma: the employee is equally responsible for both.
Sadly, emplyees ignore their role and management is ignoring their role in helping emplyees meet their goals/values.
The solution is to educate both on their rights and responsibilities as well as provide fail safe tools to understand and execute them.
As a consultant and trainer with www.blessingwhite.com, I have discovered a few solutions that have proven effective globally over the years.
1. A simple low cost online tool for manager and employee called " Fast Start"
2. A program for employees called Managing Personal Growth
3. A program for managers called Helping Others Succeed.
These are developed based on ongoing research and global surveys. The next survey has been launched.
www.hranexi.com is their India Partner.
We encourage you as a company to participate in this global survey not on satisfaction but on Emplyee Engagement and use their free report to evolve strategies to manage attrition!
Best wishes,'
Jo
Here is an opportunity for you to add real value to your organization by participating in a Global Survey which may be utilized for initiating approporiate interventions if necessary.
We at HR Anexi in association with BlessingWhite are pleased to invite you to participate in our global survey:
‘The State of Employee Engagement Survey – 2008’
THE SURVEY
BlesssingWhite over the years has championed the cause of Employee Engagement with periodic global surveys.
HR Anexi is proud to partner with BlessingWhite in this global quest.
ENGAGEMENT, according to us is an intangible alignment of Maximum Job Contribution and Maximum Job Satisfaction.
The 2008 survey will look at exploring:
How do people feel about their jobs?
Who wants to stay or leave – and why?
What drives their performance?
What most impacts their satisfaction?
How does the manager fit into the equation?
Where do their talents come into play?
Who knows where the organization’s going?
PARTICIPATION IN THE SURVEY
The survey is FREE, ON-LINE and will take just 10 minutes to complete.
To participate, please click on this link and follow the instructions (send it to all your employees)
It will take just 10 minutes to complete the survey.
http://blessingwhite.com <link updated to site home>
The last date of completion for this free survey is February 15th, 2008.
THE OUTCOMES
We will be publishing the following reports:
India Report Card (State of Engagement of Employees in India via-a-vis other major countries in the world) – Complementary copy to all participating companies
Industry Comparative (covering almost 17 industry segments)
Company Specific Customized reports
If you would be interested in Company Specific report (STATE OF ENGAGEMENT OF EMPLOYEES IN YOUR COMPANY), we will set up a
separate URL for your company.
Please write / call on us at
For 2&3 above there is a nominal fee to cover our administrative costs.
Please find attached a brief presentation on the Engagement Survey 2008. Do let me know if you need any additional information.
From India, Bangalore
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