Hi all,
I am facing a serious issue at my work place. The competitor is poaching the experienced staff from my organization. Many employees have left our organization and joined them and these ex employees are sending mails to their ex colleagues and calling them for interviews.
How can i stop this??
This is leading to high attrition? Can the members of forum suggest me some retention strategy and help me fighting out the situation??/
looking forward to your valuable suggestions
Regards,
Neeta
From India, Mumbai
I am facing a serious issue at my work place. The competitor is poaching the experienced staff from my organization. Many employees have left our organization and joined them and these ex employees are sending mails to their ex colleagues and calling them for interviews.
How can i stop this??
This is leading to high attrition? Can the members of forum suggest me some retention strategy and help me fighting out the situation??/
looking forward to your valuable suggestions
Regards,
Neeta
From India, Mumbai
Dear Neeta,
The first thing you need to do is to find out the flaws you might be having in your organization. Try to find out these things and then try to correct them. One of doing it is through the exit interviews.
Ask your employess to give you candid feedback on whatever they are feeling and you should take al these feedback together and find out the solutions to the problem.
Regards.
byomjeet mishra
From India, Delhi
7The first thing you need to do is to find out the flaws you might be having in your organization. Try to find out these things and then try to correct them. One of doing it is through the exit interviews.
Ask your employess to give you candid feedback on whatever they are feeling and you should take al these feedback together and find out the solutions to the problem.
Regards.
byomjeet mishra
From India, Delhi
Thanks Byomjeet for that input.
Definitely i ll take candid feedback and improve on them but cannot wait till the exit happens.
What can i do proactively to stop this person from leaving the organisation.?
Regards,
neeta
From India, Mumbai
Definitely i ll take candid feedback and improve on them but cannot wait till the exit happens.
What can i do proactively to stop this person from leaving the organisation.?
Regards,
neeta
From India, Mumbai
Neeta,
If it is about a particular employee then you can very well go her/his place and discuss with her/him about the reasons of leaving and try to convince him to stick to your organization.
There can be several reasons of her/his leaving. Like:
1. Better package
2. Better position
3. Better brand image of the company s/he is going to join
4. Better career development options in the company s/he is going to join
5. Family/personal reasons
You should be in a position to listen to her/him patiently and then try to pick one issue after the other and then convince the employee to stick with you.
Regards.
byomjeet mishra
From India, Delhi
If it is about a particular employee then you can very well go her/his place and discuss with her/him about the reasons of leaving and try to convince him to stick to your organization.
There can be several reasons of her/his leaving. Like:
1. Better package
2. Better position
3. Better brand image of the company s/he is going to join
4. Better career development options in the company s/he is going to join
5. Family/personal reasons
You should be in a position to listen to her/him patiently and then try to pick one issue after the other and then convince the employee to stick with you.
Regards.
byomjeet mishra
From India, Delhi
Attrition is the trouble at all the industrial belt
Normally, companies do not develop the existing employees by giving the inputs of training or developing the skills., It is always thought that we shall pick up the people from the market at the higher price for the said job.
Time has come for the companies to develop the long term strategy for their employees and inform them in advance. They should be positive in the growth of employees along with the growth of organisation.
If the organisation is growing at the rate of 20% the employees should grow at the rate of 15% + to meet the pace of the market. Also, give more inputs to the employees setteled in near by area rather than inputs to the employees of far off places
From India, Mumbai
Normally, companies do not develop the existing employees by giving the inputs of training or developing the skills., It is always thought that we shall pick up the people from the market at the higher price for the said job.
Time has come for the companies to develop the long term strategy for their employees and inform them in advance. They should be positive in the growth of employees along with the growth of organisation.
If the organisation is growing at the rate of 20% the employees should grow at the rate of 15% + to meet the pace of the market. Also, give more inputs to the employees setteled in near by area rather than inputs to the employees of far off places
From India, Mumbai
Hi Neeta,
Any organization is as good as its head. Keeping the attrition rates low is a major focus for not only growing SME's but also for LE's. We primarily need to empathise with any of the employee resigning our organization, the reason could be many...Hierarchal Growth, Monetary benefit, opening in a Larger enterprise (They might believe and perceive so), Internal politics, Bossism, Health, Family & .....
Many of the Organizations conduct CRM training for their employees to consolidate/Convert external client, but fail to conduct similar program for themselves to retain their internal client...who are non other than their own employees. As an Organizational head we should try and implement a few value added internal client services periodically like...
1. Employee Feedback Forum - Once in a week (Ideally Weekends) & motive should be to make your employees speak their heart out.
2. Recreation Committee - To arrange periodic interactive programmes, Games, Outing, Get-togethers....
3. Greavience Cell - Headed by you.
4. Introduce open appraisal system - wherein every employee must asses him/herself once in a month or Quarter.
5. Closed appraisal.
6. Promotion or Increment should ideally be based on these appraisal - Therefore we create not only a transparent environment but also a highly competitive environment (Will assist in Organizational growth too).
Regards,
S. Giridhari Prasad.
9840716006.
Any organization is as good as its head. Keeping the attrition rates low is a major focus for not only growing SME's but also for LE's. We primarily need to empathise with any of the employee resigning our organization, the reason could be many...Hierarchal Growth, Monetary benefit, opening in a Larger enterprise (They might believe and perceive so), Internal politics, Bossism, Health, Family & .....
Many of the Organizations conduct CRM training for their employees to consolidate/Convert external client, but fail to conduct similar program for themselves to retain their internal client...who are non other than their own employees. As an Organizational head we should try and implement a few value added internal client services periodically like...
1. Employee Feedback Forum - Once in a week (Ideally Weekends) & motive should be to make your employees speak their heart out.
2. Recreation Committee - To arrange periodic interactive programmes, Games, Outing, Get-togethers....
3. Greavience Cell - Headed by you.
4. Introduce open appraisal system - wherein every employee must asses him/herself once in a month or Quarter.
5. Closed appraisal.
6. Promotion or Increment should ideally be based on these appraisal - Therefore we create not only a transparent environment but also a highly competitive environment (Will assist in Organizational growth too).
Regards,
S. Giridhari Prasad.
9840716006.
Thats really great.. I should be able to come out with Employee feedback forum and grievience cell at the earliest. Thanks for the suggestions. Regards, Neeta
From India, Mumbai
From India, Mumbai
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