Hi Friends,
People are going to switch everyday. In today’s scenario, Attrition is one of the major problems that IT & Non-IT Sector is facing. These days Market is open for everyone. HR is the key person between management and employees.
How HR people can control attrition rate?
Friends please give your valuable suggestions and contribute your new ideas for controlling attrition.
Thanks
Suman Kataria
From India, Gurgaon
12People are going to switch everyday. In today’s scenario, Attrition is one of the major problems that IT & Non-IT Sector is facing. These days Market is open for everyone. HR is the key person between management and employees.
How HR people can control attrition rate?
- HR can do one to one session and discuss lot of things with employees.
- Like salary hike (But if we will increase hike to particular employee then rest of the employees will also demand)
- Motivation (Should we send appreciation mail to employees?)
Friends please give your valuable suggestions and contribute your new ideas for controlling attrition.
Thanks
Suman Kataria
From India, Gurgaon
Dear Suman,
You have already mentioned the methods to control attrition rate.
Time to time discussion is definitely a good option to reduce attrition.
Periodic Salary increment should be implemented on the basis of performace. Desired
From India, Delhi
You have already mentioned the methods to control attrition rate.
Time to time discussion is definitely a good option to reduce attrition.
Periodic Salary increment should be implemented on the basis of performace. Desired
From India, Delhi
we should always try to keep the talented employees within org for long time, so increment should be given to them time to time which should be confidential. Regards, Rupam
From India, Delhi
From India, Delhi
Dear suman,
Only increment will not reduce the attrition rate. because in my 8 year carrier, i saw people mainly quit due to insulting treatment form their boss or any subordinate or any harassment or company politics.
only 10% people goes for salary.
From India, Mumbai
Only increment will not reduce the attrition rate. because in my 8 year carrier, i saw people mainly quit due to insulting treatment form their boss or any subordinate or any harassment or company politics.
only 10% people goes for salary.
From India, Mumbai
Hello Suman,
I go through the pankaj statment. If the organisation not give salary increment as per employee level,none of the manager to motivate or not promoting the 5 to 8 year's old year definetly they will change the job for upper designation & good salary.
Regard's
Santosh
From India
I go through the pankaj statment. If the organisation not give salary increment as per employee level,none of the manager to motivate or not promoting the 5 to 8 year's old year definetly they will change the job for upper designation & good salary.
Regard's
Santosh
From India
Dear,
As HR we cannot always entice employees with Huge Perks and Compensation, but yes it cant be ignored. A low paid employee cant be motivated with any kind of alternative. He will definetely look for another job where he could get Pay and Satisfaction both, as there are lot of players in Market.
Remembering the Maslows Hierarchy, once the employee achieves the lower thing to a satisfactory extent, then he will look for the next level.
So here is 1st Comes the compensation, next the job satisfaction, next the growth perspective. If an employee recieves a comparable Pay to the market then he can be motivated.
Motivation is not hyptozing. We should offer something to entice. It can be Growth, Pay or Job satisfaction. This depends on Situation. Now here comes the HR capability to understand the mode and which weapon to be used at what time.
There is not Thumb rule for Smart work and success
From India, Hyderabad
As HR we cannot always entice employees with Huge Perks and Compensation, but yes it cant be ignored. A low paid employee cant be motivated with any kind of alternative. He will definetely look for another job where he could get Pay and Satisfaction both, as there are lot of players in Market.
Remembering the Maslows Hierarchy, once the employee achieves the lower thing to a satisfactory extent, then he will look for the next level.
So here is 1st Comes the compensation, next the job satisfaction, next the growth perspective. If an employee recieves a comparable Pay to the market then he can be motivated.
Motivation is not hyptozing. We should offer something to entice. It can be Growth, Pay or Job satisfaction. This depends on Situation. Now here comes the HR capability to understand the mode and which weapon to be used at what time.
There is not Thumb rule for Smart work and success
From India, Hyderabad
Hello Suman,
One initiative which can have a major impact is ' Employee Engagement ' which in essence,would be a combination of many small initiatives.
These are seemingly small but simple & effective initiatives that can mitigate the challenge of attrition. Some of them are :
- 'Town Hall' sessions
- In - house magazines
- Employee opinion & satisfaction surveys
- Intra - organizational communications
- Reward & recognition schemes
- Involvement in CSR activities
- Some events where employees families are also involved eg, organize a ' bonny baby' contest, a painting competition for slightly older children, a grooming session for the spouses, ' spell bee' for kids, a cooking demo for spouses etc.
- Inter function sports competitions -cricket, baseball, carrom, TT etc
- 'Spell bee' , 'sudoku', crossword competitions for employees.
Basic principle - keep the engagement methodology simple and cost effective.
Trust you'd find these inputs useful.
Warm Regards,
Lt Col (Retd) Sumant Khare
Nvision Leaerning and Development
Gateway to Experiential Learning
Gurgaon, India
NVision | Learning and Development
M : 9650052490
T : 0124-4206665
From India, New Delhi
One initiative which can have a major impact is ' Employee Engagement ' which in essence,would be a combination of many small initiatives.
These are seemingly small but simple & effective initiatives that can mitigate the challenge of attrition. Some of them are :
- 'Town Hall' sessions
- In - house magazines
- Employee opinion & satisfaction surveys
- Intra - organizational communications
- Reward & recognition schemes
- Involvement in CSR activities
- Some events where employees families are also involved eg, organize a ' bonny baby' contest, a painting competition for slightly older children, a grooming session for the spouses, ' spell bee' for kids, a cooking demo for spouses etc.
- Inter function sports competitions -cricket, baseball, carrom, TT etc
- 'Spell bee' , 'sudoku', crossword competitions for employees.
Basic principle - keep the engagement methodology simple and cost effective.
Trust you'd find these inputs useful.
Warm Regards,
Lt Col (Retd) Sumant Khare
Nvision Leaerning and Development
Gateway to Experiential Learning
Gurgaon, India
NVision | Learning and Development
M : 9650052490
T : 0124-4206665
From India, New Delhi
Hi Suman,
Please go through the below answers as per my point of view-
Now a days employees need is not only financial, imotional need as well like personal growth, recognition. appreciation,
Last but not least "BE SINCERE IN YOUR COMMUNICATION."
Thanks
From India, Delhi
Please go through the below answers as per my point of view-
- HR can do one to one session and discuss lot of things with employees.
- Like salary hike (But if we will increase hike to particular employee then rest of the employees will also demand).
Now a days employees need is not only financial, imotional need as well like personal growth, recognition. appreciation,
- Motivation (Should we send appreciation mail to employees?)
Last but not least "BE SINCERE IN YOUR COMMUNICATION."
Thanks
From India, Delhi
Hello every one good morning.Attrition in any organization is due to the following
*LACK OF PERSONAL GROWTH
*LACK OF PROFESSIONAL GROWTH
*LACK OF CAREER SUCCESSION
*LACK OF MOTIVATION
*IMPROPER VALUES IN ORGANIZATION
*ORGANIZATION CULTURE
*ORGANIZATION CLIMATE
*FIRM POLICIES etc,.
so if hr people maintain the above things optimally we can stop the attrition rate.hope you bare cleared.bye.
From India, Hyderabad
*LACK OF PERSONAL GROWTH
*LACK OF PROFESSIONAL GROWTH
*LACK OF CAREER SUCCESSION
*LACK OF MOTIVATION
*IMPROPER VALUES IN ORGANIZATION
*ORGANIZATION CULTURE
*ORGANIZATION CLIMATE
*FIRM POLICIES etc,.
so if hr people maintain the above things optimally we can stop the attrition rate.hope you bare cleared.bye.
From India, Hyderabad
Dear Suman
Here are few procedural methods given to control attrition rate and to retain talents:
A) Job Related: career planning workshops( for employees and their children too) succession planning, job enrichment,continuous education initiatives to workers/employees, regular increments to employees after evaluation of performance appraisal, conducting religious functions *(poojas etc.) gradation for each designation, open appraisal system, delegation of power, reward schemes, identifying the star performer, fringe benefits as per grades, confidence building
b) Welfare Measures: Annual meet by all employees and family members, picnic, medical care, superannuation scheme, uniforms, canteen recreation club, magazines and news papers, social initiatives, sports, family counselling, cultural events etc.
Regards
LK
From India, Madras
Here are few procedural methods given to control attrition rate and to retain talents:
A) Job Related: career planning workshops( for employees and their children too) succession planning, job enrichment,continuous education initiatives to workers/employees, regular increments to employees after evaluation of performance appraisal, conducting religious functions *(poojas etc.) gradation for each designation, open appraisal system, delegation of power, reward schemes, identifying the star performer, fringe benefits as per grades, confidence building
b) Welfare Measures: Annual meet by all employees and family members, picnic, medical care, superannuation scheme, uniforms, canteen recreation club, magazines and news papers, social initiatives, sports, family counselling, cultural events etc.
Regards
LK
From India, Madras
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