Dear Friends,
I am working in a medium-sized IT company. Recently, we have seen that a lot of freshers are leaving the company, giving lame excuses. These candidates have not even completed 4 months in the organization. The exit interviews have left me clueless. The recruitment process has also become slower.
Please advise on how to minimize attrition. What key areas should I look at?
Regards,
Abhilasha
From India, Pune
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5I am working in a medium-sized IT company. Recently, we have seen that a lot of freshers are leaving the company, giving lame excuses. These candidates have not even completed 4 months in the organization. The exit interviews have left me clueless. The recruitment process has also become slower.
Please advise on how to minimize attrition. What key areas should I look at?
Regards,
Abhilasha
From India, Pune
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Hi Abhilasha,
I request you to look at your recruitment process first to address the issue of attrition. Pay a lot of attention while recruiting so that you can clearly understand the intentions of the people joining your organization. You also need to develop a recruitment strategy with the help of your technical team.
Provide a comprehensive induction program to motivate new hires to work with you for a long time. Meet with them regularly (before they decide to leave) to identify any grievances they may have.
Identify any work-related complexities and assess the reporting structure. If there are any issues, please take them seriously and mentor the employees.
Let me know if you need further assistance.
Regards,
Vijay
From India, Coimbatore
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I request you to look at your recruitment process first to address the issue of attrition. Pay a lot of attention while recruiting so that you can clearly understand the intentions of the people joining your organization. You also need to develop a recruitment strategy with the help of your technical team.
Provide a comprehensive induction program to motivate new hires to work with you for a long time. Meet with them regularly (before they decide to leave) to identify any grievances they may have.
Identify any work-related complexities and assess the reporting structure. If there are any issues, please take them seriously and mentor the employees.
Let me know if you need further assistance.
Regards,
Vijay
From India, Coimbatore
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Dear Abilasha, Don’t you recruit freshers on some bond period at least 1yr after their training period, Regards Srilatha
From India, Hyderabad
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From India, Hyderabad
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I agree with you Vijay, but sometimes it's not the employees' fault. The major part of the issue often lies with the employers. That's true. Every HR professional needs to perceive the problem on a deeper level before it escalates. However, what happens if a person is unable to come forward or express their concerns to top management? If there are limitations imposed on HR to take steps to reduce attrition, then what?
Abhilasha, I believe you need to establish policies to decrease attrition in your company. Ensure that these policies convince your top-level management and initiate action. Be cautious in managing resources, as they are crucial. You should be a support for them. They should feel comfortable enough to discuss their problems with you before considering quitting.
If I have said anything inappropriate, I apologize.
Shilpa.
From India, Kochi
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Abhilasha, I believe you need to establish policies to decrease attrition in your company. Ensure that these policies convince your top-level management and initiate action. Be cautious in managing resources, as they are crucial. You should be a support for them. They should feel comfortable enough to discuss their problems with you before considering quitting.
If I have said anything inappropriate, I apologize.
Shilpa.
From India, Kochi
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Dear Vijay,
Thanks. I felt that I had worked on almost everything, from making the resource feel comfortable with the new environment, mentors, and actually monitoring in case they felt lost. Somehow, still, I couldn't gain their trust.
I guess your idea of a proper induction process will certainly help. We never had a clear induction system in place and still don't have one, although introductions with other resources and one who will act as a mentor are done. In the first few days, we do give a clear idea of the company policies, objectives, etc., and also the project specs. But still, I feel we could do better with a proper induction process. Can you please suggest how to go about an induction?
Thanks & Regards,
Abhilasha
From India, Pune
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Thanks. I felt that I had worked on almost everything, from making the resource feel comfortable with the new environment, mentors, and actually monitoring in case they felt lost. Somehow, still, I couldn't gain their trust.
I guess your idea of a proper induction process will certainly help. We never had a clear induction system in place and still don't have one, although introductions with other resources and one who will act as a mentor are done. In the first few days, we do give a clear idea of the company policies, objectives, etc., and also the project specs. But still, I feel we could do better with a proper induction process. Can you please suggest how to go about an induction?
Thanks & Regards,
Abhilasha
From India, Pune
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Dear Shilpa,
Thank you for the inputs. Can you please advise me regarding what kind of policies should be framed to curb attrition and what measures I should take?
Thank you for your time.
Regards,
Abhilasha
From India, Pune
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Thank you for the inputs. Can you please advise me regarding what kind of policies should be framed to curb attrition and what measures I should take?
Thank you for your time.
Regards,
Abhilasha
From India, Pune
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Dear Srilatha,
No, we do not have any bond after a fresher/recruit completes his/her probation period. I have heard that the Supreme Court has given directives against using a bond while recruiting a resource. It would be great if you could please let me know if there is any other way which can help curb attrition.
Thanks & Regards,
Abhilasha
From India, Pune
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No, we do not have any bond after a fresher/recruit completes his/her probation period. I have heard that the Supreme Court has given directives against using a bond while recruiting a resource. It would be great if you could please let me know if there is any other way which can help curb attrition.
Thanks & Regards,
Abhilasha
From India, Pune
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Abhilasha,
Policies are something that attract new candidates to join and encourage current employees to stay. Policies should prioritize employee suggestions first and demonstrate the company's commitment to its employees by outlining the benefits they receive.
Each employee should have a clear Key Result Area (KRA) that outlines their responsibilities. Doing the minimum required job daily is essential, but excelling and completing tasks efficiently should be seen as a bonus for both the company and the employee. The work an employee does should align with the position they hold; the position should define them, and their work should define the position.
It is crucial to inform candidates during the interview about the company's actual status and the specific role they will be handling.
Shilpa.
From India, Kochi
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Policies are something that attract new candidates to join and encourage current employees to stay. Policies should prioritize employee suggestions first and demonstrate the company's commitment to its employees by outlining the benefits they receive.
Each employee should have a clear Key Result Area (KRA) that outlines their responsibilities. Doing the minimum required job daily is essential, but excelling and completing tasks efficiently should be seen as a bonus for both the company and the employee. The work an employee does should align with the position they hold; the position should define them, and their work should define the position.
It is crucial to inform candidates during the interview about the company's actual status and the specific role they will be handling.
Shilpa.
From India, Kochi
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Hi Abhilasha,
Thank you for your message. I appreciate your commitment to improving our policies. It is crucial to provide a clear understanding of our company values and work culture during the recruitment process to manage perceptions effectively.
Thank you and regards,
Shilpa
From India, Pune
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Thank you for your message. I appreciate your commitment to improving our policies. It is crucial to provide a clear understanding of our company values and work culture during the recruitment process to manage perceptions effectively.
Thank you and regards,
Shilpa
From India, Pune
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Dear Abilasha,
I don't say that it is only through a bond that we can hold the employees or reduce the attrition, but according to the general perspective, companies recruit the candidates, especially freshers, only on bond. The reason is, it is cost to the company recruiting freshers since the company has to spend time and resources on training them until assigning them the actual work.
So, this could be one of the ways through which attrition could be reduced. On the flip side, I have even seen people breaching this bond and leaving in between the promised period, which would end up with an absconding letter, Notice period, etc., but most of them will stick to it. Apart from this, I do agree that motivation, work recognition, appreciations, really carry out and increase employees' level of stability and boost them.
Regards,
Srilatha
From India, Hyderabad
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I don't say that it is only through a bond that we can hold the employees or reduce the attrition, but according to the general perspective, companies recruit the candidates, especially freshers, only on bond. The reason is, it is cost to the company recruiting freshers since the company has to spend time and resources on training them until assigning them the actual work.
So, this could be one of the ways through which attrition could be reduced. On the flip side, I have even seen people breaching this bond and leaving in between the promised period, which would end up with an absconding letter, Notice period, etc., but most of them will stick to it. Apart from this, I do agree that motivation, work recognition, appreciations, really carry out and increase employees' level of stability and boost them.
Regards,
Srilatha
From India, Hyderabad
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Effective employee retention strategies-BPO. doc
Attrition Control and Retention Strategies for Changing times.ppt