Our company hires only the best of the best - although it is a small company and there aren't many benefits given to employees. This becomes a problem as we only end up with people in between jobs - and as soon as they find a bigger company they shift.
Any way to make our company brand seem big to retain these employees? I am asking for low cost ways your company creates an aura of a great company - I am sure there are thing people have done - please do share.
17Any way to make our company brand seem big to retain these employees? I am asking for low cost ways your company creates an aura of a great company - I am sure there are thing people have done - please do share.
Dear Anand,
Recruitment and Retention of employees is posing challenge to almost every industry. Although I have to agree that with small set up’s it becomes more difficult. But as far as my own experience goes - what works for big companies, do not work for smaller ones and vice versa! I have come across many competent professionals who like working in smaller organizations and are satisfied too. An informal - close knitted- working atmosphere has to be built, try having a flat hierarchy- having too many layers in a small set up doesn’t work. Try inculcating a feeling of belongingness in employees. Small events like celebrating employee birthdays, giving a day off or half day on anniversary and major festivals together can have a positive impact. As it is a small organization, doing such things won’t cost too much. Acknowledge / appreciate their work! This is the most crucial part; a word directly from management can do wonders! Do not have many policies etc. Attend to their complaints immediately or as soon as possible. The basic amenities have to be of superior quality for instance ergonomically designed chairs.
Have one day or some hours on any given day dedicated to their professional or personal development, here you would be passing an important message that you care for employees. You can even arrange training sessions where any one the employee takes a charge and delivers the training. Money is primary attraction but even the environment which is conducive for an employee’s growth plays a major role too. In the longer run, try introducing benefits like insurance, meal vouchers etc. This is all what I could think as of now.
From India, Vadodara
Recruitment and Retention of employees is posing challenge to almost every industry. Although I have to agree that with small set up’s it becomes more difficult. But as far as my own experience goes - what works for big companies, do not work for smaller ones and vice versa! I have come across many competent professionals who like working in smaller organizations and are satisfied too. An informal - close knitted- working atmosphere has to be built, try having a flat hierarchy- having too many layers in a small set up doesn’t work. Try inculcating a feeling of belongingness in employees. Small events like celebrating employee birthdays, giving a day off or half day on anniversary and major festivals together can have a positive impact. As it is a small organization, doing such things won’t cost too much. Acknowledge / appreciate their work! This is the most crucial part; a word directly from management can do wonders! Do not have many policies etc. Attend to their complaints immediately or as soon as possible. The basic amenities have to be of superior quality for instance ergonomically designed chairs.
Have one day or some hours on any given day dedicated to their professional or personal development, here you would be passing an important message that you care for employees. You can even arrange training sessions where any one the employee takes a charge and delivers the training. Money is primary attraction but even the environment which is conducive for an employee’s growth plays a major role too. In the longer run, try introducing benefits like insurance, meal vouchers etc. This is all what I could think as of now.
From India, Vadodara
Dear Anand,
I understand what you are trying to implement.
Can you sit with the Management and ask them to brief on the vision? Because to grow big, they need to think big!
The benefits must be provided to employees as the company grows..
Its in giving what the other companies give , and yet giving them a unique challenge with the role they handle - that no other companies can give,
Discuss with your management and see what best can be done as far as providing the extra benefits. Do a research in your industry and kindly see what all teh companies provide that your company does not provide in terms of benefits.. And move higher up from there.
From India, Madras
I understand what you are trying to implement.
Can you sit with the Management and ask them to brief on the vision? Because to grow big, they need to think big!
The benefits must be provided to employees as the company grows..
Its in giving what the other companies give , and yet giving them a unique challenge with the role they handle - that no other companies can give,
Discuss with your management and see what best can be done as far as providing the extra benefits. Do a research in your industry and kindly see what all teh companies provide that your company does not provide in terms of benefits.. And move higher up from there.
From India, Madras
Dear Anand;
Love,
Know the advantages and disadvantages of small company. Exploit them smartly. Secondly do not opt for best of best employee, but recruit people with less qualification but enough intelligent and good attitudes. Also know their family background and give chance to the needy people, rather then selecting from upper middle class and above level of the society. Train them well and I am sure they will give better out put and will hardly think of giving up the job. Also see that the environment and culture of the company should be based on love, rather then dead rules. I believe if the company is really a progressive group and the management is visionary, there will not be any problem to retain good people. This is a general reply, but more specific guidance can be given, if you can give further details. You may write me on
His Blessings;
Sharad Shah
From India, Ahmadabad
Love,
Know the advantages and disadvantages of small company. Exploit them smartly. Secondly do not opt for best of best employee, but recruit people with less qualification but enough intelligent and good attitudes. Also know their family background and give chance to the needy people, rather then selecting from upper middle class and above level of the society. Train them well and I am sure they will give better out put and will hardly think of giving up the job. Also see that the environment and culture of the company should be based on love, rather then dead rules. I believe if the company is really a progressive group and the management is visionary, there will not be any problem to retain good people. This is a general reply, but more specific guidance can be given, if you can give further details. You may write me on
His Blessings;
Sharad Shah
From India, Ahmadabad
I have worked in for such companies in my past and havve found a way out. Am way running out of time right now. Will revert to you at once.
From United Kingdom, London
From United Kingdom, London
Anand,
You will be surprised to know that there are many employees who would love to work in a small company rather than the so called big companies. The reason is simple..you get to work in a wider areas and increased responsibilities instead of a narrow defined area and lesser responsibility, as is the case with big companies.
I agree with what ever Shalini has mentioned on the type of culture that you have to build in a small company. If you take care of your employees, treat them in a very fair manner, do not discriminate, respect them and involve them in decision making, you will notice that the employees will reciprocate and stick with the company. You should also take care of the employees career and growth.
I have also experienced that if you take care of the employee's family, there is always a pressure from the family against change. For example, send a boquet on spouse's birthday and a cake on the employee's marriage anniversary. You can also earmark a day during the year when the family memebers can visit the company. You can have a small party for them. In all your outings, invite the employee's family also.
A couple of these low cost things and you will observe a lot of change in the employee's attitude towards the company. After all, money is not the ONLY motivation for change.
From India, Hyderabad
You will be surprised to know that there are many employees who would love to work in a small company rather than the so called big companies. The reason is simple..you get to work in a wider areas and increased responsibilities instead of a narrow defined area and lesser responsibility, as is the case with big companies.
I agree with what ever Shalini has mentioned on the type of culture that you have to build in a small company. If you take care of your employees, treat them in a very fair manner, do not discriminate, respect them and involve them in decision making, you will notice that the employees will reciprocate and stick with the company. You should also take care of the employees career and growth.
I have also experienced that if you take care of the employee's family, there is always a pressure from the family against change. For example, send a boquet on spouse's birthday and a cake on the employee's marriage anniversary. You can also earmark a day during the year when the family memebers can visit the company. You can have a small party for them. In all your outings, invite the employee's family also.
A couple of these low cost things and you will observe a lot of change in the employee's attitude towards the company. After all, money is not the ONLY motivation for change.
From India, Hyderabad
Hi Shalini Well said, personal attention and motivation can be got only from small companies with a wide exposure in Knowledge. Vijay.R
From India, Madras
From India, Madras
Thanks Shalini & everyone, I understand what you guys are saying - we do have a tight knit team but these folks are really talented people - most from top universities. It seems that these people don't feel a sense of belonging to the company.
An idea I was reading about is giving shares of the company as a performance reward - making these people feel part of their own company. Something else that seemed helpful was organizing company lunches and giving the team leader a weekly fund to order in food for the team whenever they are working late.
Do put in any other ideas you may have used.
An idea I was reading about is giving shares of the company as a performance reward - making these people feel part of their own company. Something else that seemed helpful was organizing company lunches and giving the team leader a weekly fund to order in food for the team whenever they are working late.
Do put in any other ideas you may have used.
Dear all,
i feel by this time anand has got answers just i am putting a few words related to all the discussion keep MOTIVATING all the employees with what ever ways possible and increase the level of belonging .Set small target level for the employees , award them for achieving it .presently i am engaged with some related projects its working u can also try it.
From India, Bhubaneswar
i feel by this time anand has got answers just i am putting a few words related to all the discussion keep MOTIVATING all the employees with what ever ways possible and increase the level of belonging .Set small target level for the employees , award them for achieving it .presently i am engaged with some related projects its working u can also try it.
From India, Bhubaneswar
Hi Anand,
You have seen the responses.You might have noticed that almost all have focused on the employees' welfare and suggested various incentives to retain them. And you are still looking for more,that too low cost options !!
Can't you see all these are peripheral? These and more of the same would hardly make a dent to their loyalty, my friend.
LEADERSHIP. Thats what you should exhibit right now, to make them all stick with your company like glue.
First up, put yourself in their shoes and try to crack what they have perceived of themselves and their positions in your company. Why did they join your company in the first place, knowing fully well that yours is a small company that hardly gives any benefits? Also, what did you offer/promise in order to attract the "best of the best"? If these guys leave at the first opportunity, obviously, you have failed to deliver on your promises. Or, you have failed to live up to their expectations which they had while joining your company.Think, analyse and customise your strategies to retain each stalwart in your company, individually. You may be in for big surprises !!
You must turn to introspecting youself too.Where are you, now? Where are you headed? Perhaps all these talented guys looked up to your company to become the next Infosys / Apple / Google or such other tiny acorn to mighty oak stories.
Best of luck !!
If my response has made any sense to you & you have made any headway, I'd be glad to know.
Srienivas
From India, Lucknow
You have seen the responses.You might have noticed that almost all have focused on the employees' welfare and suggested various incentives to retain them. And you are still looking for more,that too low cost options !!
Can't you see all these are peripheral? These and more of the same would hardly make a dent to their loyalty, my friend.
LEADERSHIP. Thats what you should exhibit right now, to make them all stick with your company like glue.
First up, put yourself in their shoes and try to crack what they have perceived of themselves and their positions in your company. Why did they join your company in the first place, knowing fully well that yours is a small company that hardly gives any benefits? Also, what did you offer/promise in order to attract the "best of the best"? If these guys leave at the first opportunity, obviously, you have failed to deliver on your promises. Or, you have failed to live up to their expectations which they had while joining your company.Think, analyse and customise your strategies to retain each stalwart in your company, individually. You may be in for big surprises !!
You must turn to introspecting youself too.Where are you, now? Where are you headed? Perhaps all these talented guys looked up to your company to become the next Infosys / Apple / Google or such other tiny acorn to mighty oak stories.
Best of luck !!
If my response has made any sense to you & you have made any headway, I'd be glad to know.
Srienivas
From India, Lucknow
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Recruiting Trends 2016.pptx