In the current scenario, a major challenge for an organization is to retain its valuable and talented employees. The management can control the problem of employees quitting the organization within no time to a great extent but can’t put a complete full stop to it. There are several challenges to it.
Let us understand the challenges to employee retention:
Monetary dissatisfaction is one of the major reasons for an employee to look for a change. Every organization has a salary budget for every employee which can be raised to some extent but not beyond a certain limit. Retention becomes a problem when an employee quotes an exceptionally high figure beyond the budget of the organization and is just not willing to compromise. The organization needs to take care of the interests of the other employees as well and can’t afford to make them angry. The salaries of the individuals working at the same level should be more or less similar to avoid major disputes amongst employees. A high potential employee is always the center of attention at every workplace but one should not take any undue advantage. One should understand the limitation of the management and quote something which matches the budget of the organization. An individual should not be adamant on a particular figure, otherwise it becomes difficult for the organization to retain him. Remember there is a room for negotiation everywhere.
In the current scenario, where there is no dearth of opportunities, stopping people to look for a change is a big challenge. Every organization tries its level best to hire employees from the competitors and thus provide lucrative opportunities to attract them. Employees become greedy for money and position and thus look forward to changing the present job and join the competitors. No amount of counseling helps in such cases and retaining employees becomes a nightmare.
Individuals speak all kind of lies during interviews to get a job. They might not be proficient in branding but would simply say a yes to impress the recruiter and grab the job. It is only later do people realize that there has been a mismatch and thus look for a change. Problems arise whenever a right person is into a wrong profile. An individual loses interest in work whenever he does something out of compulsion. The human resource department should be very careful while recruiting new employees. It is really important to get the reference check done for better reliability and avoid confusions later
From India, Indore
183Let us understand the challenges to employee retention:
Monetary dissatisfaction is one of the major reasons for an employee to look for a change. Every organization has a salary budget for every employee which can be raised to some extent but not beyond a certain limit. Retention becomes a problem when an employee quotes an exceptionally high figure beyond the budget of the organization and is just not willing to compromise. The organization needs to take care of the interests of the other employees as well and can’t afford to make them angry. The salaries of the individuals working at the same level should be more or less similar to avoid major disputes amongst employees. A high potential employee is always the center of attention at every workplace but one should not take any undue advantage. One should understand the limitation of the management and quote something which matches the budget of the organization. An individual should not be adamant on a particular figure, otherwise it becomes difficult for the organization to retain him. Remember there is a room for negotiation everywhere.
In the current scenario, where there is no dearth of opportunities, stopping people to look for a change is a big challenge. Every organization tries its level best to hire employees from the competitors and thus provide lucrative opportunities to attract them. Employees become greedy for money and position and thus look forward to changing the present job and join the competitors. No amount of counseling helps in such cases and retaining employees becomes a nightmare.
Individuals speak all kind of lies during interviews to get a job. They might not be proficient in branding but would simply say a yes to impress the recruiter and grab the job. It is only later do people realize that there has been a mismatch and thus look for a change. Problems arise whenever a right person is into a wrong profile. An individual loses interest in work whenever he does something out of compulsion. The human resource department should be very careful while recruiting new employees. It is really important to get the reference check done for better reliability and avoid confusions later
From India, Indore
Excellent Post Akilesh!!,
However I would like to mention some points:-->
"People leave managers not companies"
I know as Human Resource job is very important to retain the employees.
However maximum number of times its the boss who is not able to inspire them to stick along.
Leadership:
In times like these Mangers are frighten of their position.To retain their powers.
Most often than not Mangers are not able to direct & Guide coach the employees.
Money:
As an employee if someone is gaining knowledge and increasing the skill sets it become more valuable for the organization in terms of human capital & monetary as well
However as our appraisal system is so prevalent to appraise once or twice a year,notwithstanding the 80/20 rule....it is true that employees would leave in search of better opportunities.
Now,The fault rises in the system to recognize and understand the talent hidden inside-take a step ahead for employee to change some policies and make them benefited.
HR Role As organization is only known because of the employees.
Expectation setting about the current procedures.Lot of times I have seen that HRs take one or two sessions about the policies(sometimes only in Induction). & then whatever happens good or bad-is always written in policies which only few have access too.Which is why it becomes very very very important about the transparency in communication & Responsibility in taking proper Decision at right times
From India, New Delhi
However I would like to mention some points:-->
"People leave managers not companies"
I know as Human Resource job is very important to retain the employees.
However maximum number of times its the boss who is not able to inspire them to stick along.
Leadership:
In times like these Mangers are frighten of their position.To retain their powers.
Most often than not Mangers are not able to direct & Guide coach the employees.
Money:
As an employee if someone is gaining knowledge and increasing the skill sets it become more valuable for the organization in terms of human capital & monetary as well
However as our appraisal system is so prevalent to appraise once or twice a year,notwithstanding the 80/20 rule....it is true that employees would leave in search of better opportunities.
Now,The fault rises in the system to recognize and understand the talent hidden inside-take a step ahead for employee to change some policies and make them benefited.
HR Role As organization is only known because of the employees.
Expectation setting about the current procedures.Lot of times I have seen that HRs take one or two sessions about the policies(sometimes only in Induction). & then whatever happens good or bad-is always written in policies which only few have access too.Which is why it becomes very very very important about the transparency in communication & Responsibility in taking proper Decision at right times
From India, New Delhi
Hi,
I think I agree with the point that HR has to be more involved. In most of the organizations there is lack of awareness among employees. They have very little idea of the policies and hence call it quits when they see things not working out for them.They do not try and see how the policies can help them. HR certainly can help bring about this awareness and help retain key talent.
Regards,
Shruti
From India, Pune
I think I agree with the point that HR has to be more involved. In most of the organizations there is lack of awareness among employees. They have very little idea of the policies and hence call it quits when they see things not working out for them.They do not try and see how the policies can help them. HR certainly can help bring about this awareness and help retain key talent.
Regards,
Shruti
From India, Pune
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