i want to discuss the practical ways of reducing attrition levels. practically cannot reduce it at worker level.. but at staff level it is high.Most of the systems are taken as if fixed..no change is acceptable,,,,from where to start the change process.....and the improvisation
From India, Ponda
From India, Ponda
Hi Sherya,
Motivation and Recognition can play in crucial role in getting the attrition down. All the career minded people might not get excited by the financial rewards. They would rather prefer recognition in the form of promotions, awards, certificates and an appreciation letter from the top level management.
What you probably need to do it is that you should have a personal touch with them, talk to them about their families, check on their well being, and appreciate the good things about them, invite them for lunch or dinner along with their Reporting managers and some of the senior management. Give them surprises by being the first one to wish them on their birthdays, Marriage Anniversary e.t.c.
Added to this have some awards announced to them monthly based on their performance. Actually there is no need for you to spend from your pocket instead you can utilize the allocated funds (if there any) to give away small awards. I would really get motivated when I get appreciated by top level management like CEO/COO/VP/Director. I would be further excited to put in extra efforts towards my job and rarely think of moving to other companies
Regards,
Satish
From India, Bangalore
Motivation and Recognition can play in crucial role in getting the attrition down. All the career minded people might not get excited by the financial rewards. They would rather prefer recognition in the form of promotions, awards, certificates and an appreciation letter from the top level management.
What you probably need to do it is that you should have a personal touch with them, talk to them about their families, check on their well being, and appreciate the good things about them, invite them for lunch or dinner along with their Reporting managers and some of the senior management. Give them surprises by being the first one to wish them on their birthdays, Marriage Anniversary e.t.c.
Added to this have some awards announced to them monthly based on their performance. Actually there is no need for you to spend from your pocket instead you can utilize the allocated funds (if there any) to give away small awards. I would really get motivated when I get appreciated by top level management like CEO/COO/VP/Director. I would be further excited to put in extra efforts towards my job and rarely think of moving to other companies
Regards,
Satish
From India, Bangalore
Shreya/Satish:
I strongly recommend the comments and inputs what satish has given, of course in this new era of professionalism there are few people who look only towards the package what they get but apart from this there are many who wants the recognition
let me give you one fair example - you know what human being is, when some one recognizes him he feel proud to be and its a fact if am a Manager and am writing my subordinates name on this White board for his contribution what he/she has given it is obvious that he/she would be very much happy to see their name and they feel proud to be because they are the Top in the list and they have been recognized among all of them
as i have mentioned in my previous reply as well to one of our Group member that reducing the Attrition level will not be possible only with the Package...there are different layers involved in it like Rewards, Recognition, Awards, better culture, better environment...etc
I welcome other HR's as well to pour their views
Thanks
- Mirza
From Saudi Arabia, Jiddah
18I strongly recommend the comments and inputs what satish has given, of course in this new era of professionalism there are few people who look only towards the package what they get but apart from this there are many who wants the recognition
let me give you one fair example - you know what human being is, when some one recognizes him he feel proud to be and its a fact if am a Manager and am writing my subordinates name on this White board for his contribution what he/she has given it is obvious that he/she would be very much happy to see their name and they feel proud to be because they are the Top in the list and they have been recognized among all of them
as i have mentioned in my previous reply as well to one of our Group member that reducing the Attrition level will not be possible only with the Package...there are different layers involved in it like Rewards, Recognition, Awards, better culture, better environment...etc
I welcome other HR's as well to pour their views
Thanks
- Mirza
From Saudi Arabia, Jiddah
Really Thanful for the respose. but i have already advise for giving the monthly awards on performance basis but it was not accepted for motivating one rest are demotivated......also awards are given sequentially to every department so taht no body stays annoyed aor cribbing.
From India, Ponda
From India, Ponda
giving monthly rewards became a sequential listing of departments and employees.........it was not at all an authentic judgement......employees also have an impression of wat it actually means....then wat measures could be used.to enhance motivation and measurement of motivation perfectly. recognition in terms of giving certificates would be good???
From India, Ponda
From India, Ponda
Certificates would be good but if somebody from senior management write something personally to an Associate appreciating and thanks for his efforts,its makes lot of difference.
Well its difficult to measure motivation but it will definitly reflects in the work.
From India, Bangalore
Well its difficult to measure motivation but it will definitly reflects in the work.
From India, Bangalore
how to measure the in- tangibles appropriately?For example....,Training effectivity.....performance evaluation ..??We do the processes but measurement is difficult..very subjective..how objectivity can be increased?
From India, Ponda
From India, Ponda
Shreya:
When we talk about the benefits to employees to motivate them its not only the monetory benefits but also it can be non monetary (Tangible/Intangible)
as i have briefed you in my earlier mail that Manaer can give the appreciation on white board and the same time HR can put the employees Picture on the notice board by appreciating him/her, here what happens is one will get motoivated instead of getting demotivated. because every human being wants to get recognized and when he/she looks at the notice board where they find their collegue pic it is obvious that they too want their pic on the board....
so like this, we can go ahead with many things
Cheers
Thanks
- Mirza
From Saudi Arabia, Jiddah
When we talk about the benefits to employees to motivate them its not only the monetory benefits but also it can be non monetary (Tangible/Intangible)
as i have briefed you in my earlier mail that Manaer can give the appreciation on white board and the same time HR can put the employees Picture on the notice board by appreciating him/her, here what happens is one will get motoivated instead of getting demotivated. because every human being wants to get recognized and when he/she looks at the notice board where they find their collegue pic it is obvious that they too want their pic on the board....
so like this, we can go ahead with many things
Cheers
Thanks
- Mirza
From Saudi Arabia, Jiddah
PHR and SPHR are professional certifications offered by SHRM, US.
You need minimum of 2 yrs of exempt (whitecollar) level workexperience in HR.
The certification has great value in US and other western countries and there is an online exam to get the certifications.
thanks
Ram
http://nicheitjobs.googlepages.com
From India, Madras
You need minimum of 2 yrs of exempt (whitecollar) level workexperience in HR.
The certification has great value in US and other western countries and there is an online exam to get the certifications.
thanks
Ram
http://nicheitjobs.googlepages.com
From India, Madras
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Effective employee retention strategies-BPO. doc
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