Hi Friends,
People are going to switch everyday. In today’s scenario, Attrition is one of the major problems that IT & Non-IT Sector is facing. These days Market is open for everyone. HR is the key person between management and employees.
How HR people can control attrition rate?
Friends please give your valuable suggestions and contribute your new ideas for controlling attrition.
Thanks
Suman Kataria
From India, Gurgaon
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12People are going to switch everyday. In today’s scenario, Attrition is one of the major problems that IT & Non-IT Sector is facing. These days Market is open for everyone. HR is the key person between management and employees.
How HR people can control attrition rate?
- HR can do one to one session and discuss lot of things with employees.
- Like salary hike (But if we will increase hike to particular employee then rest of the employees will also demand)
- Motivation (Should we send appreciation mail to employees?)
Friends please give your valuable suggestions and contribute your new ideas for controlling attrition.
Thanks
Suman Kataria
From India, Gurgaon
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Dear Suman,
You have already mentioned the methods to control the attrition rate. Time-to-time discussion is definitely a good option to reduce attrition. Periodic salary increments should be implemented based on performance.
Desired
From India, Delhi
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You have already mentioned the methods to control the attrition rate. Time-to-time discussion is definitely a good option to reduce attrition. Periodic salary increments should be implemented based on performance.
Desired
From India, Delhi
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we should always try to keep the talented employees within org for long time, so increment should be given to them time to time which should be confidential. Regards, Rupam
From India, Delhi
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From India, Delhi
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Dear Suman,
Only increment will not reduce the attrition rate because, in my 8-year career, I saw people mainly quit due to insulting treatment from their boss or any subordinate, or any harassment, or company politics. Only 10% of people go for salary.
From India, Mumbai
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Only increment will not reduce the attrition rate because, in my 8-year career, I saw people mainly quit due to insulting treatment from their boss or any subordinate, or any harassment, or company politics. Only 10% of people go for salary.
From India, Mumbai
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Hello Suman,
I have reviewed Pankaj's statement. If the organization does not provide a salary increment according to the employee's level, none of the managers will be motivated to promote employees with 5 to 8 years of experience. Certainly, they will seek job opportunities offering higher designations and better salaries.
Regards,
Santosh
From India
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I have reviewed Pankaj's statement. If the organization does not provide a salary increment according to the employee's level, none of the managers will be motivated to promote employees with 5 to 8 years of experience. Certainly, they will seek job opportunities offering higher designations and better salaries.
Regards,
Santosh
From India
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Dear,
As HR professionals, we cannot always entice employees with huge perks and compensation, but yes, it can't be ignored. A low-paid employee can't be motivated with any kind of alternative. They will definitely look for another job where they could get both pay and satisfaction, as there are a lot of players in the market.
Remembering Maslow's Hierarchy, once the employee achieves the lower needs to a satisfactory extent, they will look for the next level. So, first comes the compensation, next comes the job satisfaction, and then the growth perspective. If an employee receives a comparable pay to the market, then they can be motivated.
Motivation is not hypnotizing. We should offer something to entice – it can be growth, pay, or job satisfaction. This depends on the situation. Now, here comes the HR capability to understand the mode and which weapon to be used at what time.
There is no thumb rule for smart work and success.
From India, Hyderabad
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As HR professionals, we cannot always entice employees with huge perks and compensation, but yes, it can't be ignored. A low-paid employee can't be motivated with any kind of alternative. They will definitely look for another job where they could get both pay and satisfaction, as there are a lot of players in the market.
Remembering Maslow's Hierarchy, once the employee achieves the lower needs to a satisfactory extent, they will look for the next level. So, first comes the compensation, next comes the job satisfaction, and then the growth perspective. If an employee receives a comparable pay to the market, then they can be motivated.
Motivation is not hypnotizing. We should offer something to entice – it can be growth, pay, or job satisfaction. This depends on the situation. Now, here comes the HR capability to understand the mode and which weapon to be used at what time.
There is no thumb rule for smart work and success.
From India, Hyderabad
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Hello Suman,
One initiative which can have a major impact is 'Employee Engagement' which, in essence, would be a combination of many small initiatives.
These are seemingly small but simple and effective initiatives that can mitigate the challenge of attrition. Some of them are:
- 'Town Hall' sessions
- In-house magazines
- Employee opinion and satisfaction surveys
- Intra-organizational communications
- Reward and recognition schemes
- Involvement in CSR activities
- Some events where employees' families are also involved, e.g., organize a 'bonny baby' contest, a painting competition for slightly older children, a grooming session for the spouses, 'spell bee' for kids, a cooking demo for spouses, etc.
- Inter-function sports competitions - cricket, baseball, carrom, TT, etc.
- 'Spell bee', 'sudoku', crossword competitions for employees.
The basic principle - keep the engagement methodology simple and cost-effective.
Trust you'd find these inputs useful.
Warm Regards,
Lt. Col. (Retd) Sumant Khare
Nvision Learning and Development
Gateway to Experiential Learning
Gurgaon, India
NVision | Learning and Development
M: 9650052490
T: 0124-4206665
From India, New Delhi
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One initiative which can have a major impact is 'Employee Engagement' which, in essence, would be a combination of many small initiatives.
These are seemingly small but simple and effective initiatives that can mitigate the challenge of attrition. Some of them are:
- 'Town Hall' sessions
- In-house magazines
- Employee opinion and satisfaction surveys
- Intra-organizational communications
- Reward and recognition schemes
- Involvement in CSR activities
- Some events where employees' families are also involved, e.g., organize a 'bonny baby' contest, a painting competition for slightly older children, a grooming session for the spouses, 'spell bee' for kids, a cooking demo for spouses, etc.
- Inter-function sports competitions - cricket, baseball, carrom, TT, etc.
- 'Spell bee', 'sudoku', crossword competitions for employees.
The basic principle - keep the engagement methodology simple and cost-effective.
Trust you'd find these inputs useful.
Warm Regards,
Lt. Col. (Retd) Sumant Khare
Nvision Learning and Development
Gateway to Experiential Learning
Gurgaon, India
NVision | Learning and Development
M: 9650052490
T: 0124-4206665
From India, New Delhi
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Hi Suman,
Please go through the below answers as per my point of view:
- HR can conduct one-on-one sessions and discuss a lot of things with employees. HR should conduct sessions periodically based on employees' requirements, which means identifying areas where they are lacking. Sessions should be short and filled with practical day-to-day examples. HR should understand that every employee is an asset to the company and should help them realize their own value.
- Like salary hikes (but if we increase the hike for a particular employee, then the rest of the employees will also demand increases). It is a crucial way of motivation based on the Performance Appraisal Program. Please carefully review the PAP. HR's duty is not only to implement salary hikes but also to explain to employees why they are receiving a hike or not. For employees not receiving a hike, please help them understand the core reasons and identify the gaps at that level.
Nowadays, employees' needs are not only financial but also emotional, including personal growth, recognition, and appreciation.
- Motivation (Should we send appreciation emails to employees?)
Yes, you should send motivational emails daily in the morning. It really works. Please try it.
Last but not least, "BE SINCERE IN YOUR COMMUNICATION."
Thanks
From India, Delhi
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Please go through the below answers as per my point of view:
- HR can conduct one-on-one sessions and discuss a lot of things with employees. HR should conduct sessions periodically based on employees' requirements, which means identifying areas where they are lacking. Sessions should be short and filled with practical day-to-day examples. HR should understand that every employee is an asset to the company and should help them realize their own value.
- Like salary hikes (but if we increase the hike for a particular employee, then the rest of the employees will also demand increases). It is a crucial way of motivation based on the Performance Appraisal Program. Please carefully review the PAP. HR's duty is not only to implement salary hikes but also to explain to employees why they are receiving a hike or not. For employees not receiving a hike, please help them understand the core reasons and identify the gaps at that level.
Nowadays, employees' needs are not only financial but also emotional, including personal growth, recognition, and appreciation.
- Motivation (Should we send appreciation emails to employees?)
Yes, you should send motivational emails daily in the morning. It really works. Please try it.
Last but not least, "BE SINCERE IN YOUR COMMUNICATION."
Thanks
From India, Delhi
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Hello everyone, good morning.
Attrition in any organization is due to the following:
- Lack of personal growth
- Lack of professional growth
- Lack of career succession
- Lack of motivation
- Improper values in the organization
- Organization culture
- Organization climate
- Firm policies, etc.
So, if HR professionals maintain the above aspects optimally, we can reduce the attrition rate. Hope you are clear.
Goodbye.
From India, Hyderabad
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Attrition in any organization is due to the following:
- Lack of personal growth
- Lack of professional growth
- Lack of career succession
- Lack of motivation
- Improper values in the organization
- Organization culture
- Organization climate
- Firm policies, etc.
So, if HR professionals maintain the above aspects optimally, we can reduce the attrition rate. Hope you are clear.
Goodbye.
From India, Hyderabad
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Dear Suman,
Here are a few procedural methods given to control attrition rate and retain talent:
A) Job Related: Career planning workshops (for employees and their children too), succession planning, job enrichment, continuous education initiatives for workers/employees, regular increments to employees after the evaluation of performance appraisals, conducting religious functions (poojas, etc.), gradation for each designation, open appraisal system, delegation of power, reward schemes, identifying the star performer, fringe benefits as per grades, confidence building.
B) Welfare Measures: Annual meet for all employees and family members, picnic, medical care, superannuation scheme, uniforms, canteen, recreation club, magazines and newspapers, social initiatives, sports, family counseling, cultural events, etc.
Regards,
LK
From India, Madras
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Here are a few procedural methods given to control attrition rate and retain talent:
A) Job Related: Career planning workshops (for employees and their children too), succession planning, job enrichment, continuous education initiatives for workers/employees, regular increments to employees after the evaluation of performance appraisals, conducting religious functions (poojas, etc.), gradation for each designation, open appraisal system, delegation of power, reward schemes, identifying the star performer, fringe benefits as per grades, confidence building.
B) Welfare Measures: Annual meet for all employees and family members, picnic, medical care, superannuation scheme, uniforms, canteen, recreation club, magazines and newspapers, social initiatives, sports, family counseling, cultural events, etc.
Regards,
LK
From India, Madras
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