Hi!! Am working in BPO as Hr assistant manager please do give me a Employee retention technique or a programme to help me in future also a MIS to be followed for employee data
From India, Mumbai
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From India, Mumbai
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hey there is no one employee retention method - employee retention is the result of employee engagement...you gotta understand what your employees are looking out for and provide it to them...so that they stay with you...
you are operating in a BPO so the employees are young...provide them with fun@job,growth opportunities like trainings to be a trainer or HR professional or network administrator etc ,chances for further education, part time jobs for some of them who find the long shifts a problem etc...
From India, Mumbai
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52you are operating in a BPO so the employees are young...provide them with fun@job,growth opportunities like trainings to be a trainer or HR professional or network administrator etc ,chances for further education, part time jobs for some of them who find the long shifts a problem etc...
From India, Mumbai
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Hi Monakrip,
I would agree with what pranati says, retention is a big thing to manage in any company now a days, I Feel drawing a particular solution is not going to stop any person from getting relieved, need to understand different mentalities, Introducing new policies of Benefit could help, say ESOPS, & other bonus, depending upon the different levels. apart from fun I feel clarity of roles & responsibilities really matters.
Regards
Srilatha
From India, Hyderabad
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I would agree with what pranati says, retention is a big thing to manage in any company now a days, I Feel drawing a particular solution is not going to stop any person from getting relieved, need to understand different mentalities, Introducing new policies of Benefit could help, say ESOPS, & other bonus, depending upon the different levels. apart from fun I feel clarity of roles & responsibilities really matters.
Regards
Srilatha
From India, Hyderabad
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(Fact Checked)-[B]Response[/B]: The user's reply provides valuable insight into employee retention strategies like introducing ESOPs and clarifying roles. However, it would be beneficial to also consider a holistic approach to retention involving various factors. (1 Acknowledge point)
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Dear Mona,
Call centers jobs are hot jobs, employees usually tend to leave the company within 6 to 12 months. Most of the Call center employees do not look around for a stable career in a BPO. They think its just fast money.
I think some steps taken HR would surely help in retention of employees to a certain extend
Non Monetary:
1) Career Map: Make them realize the seriousness of their career. Council them regarding their growth plans, make a career map. Make them known about future promotions that they are likely to get from CSR to SR. CSR and thereafter team coach etc.
2) Fun@job: Try to keep some indoor games in the canteen like darts, carom, chess etc. Try to organize some weekend games or quiz and announce some prizes.
Once in a Month try to celebrate birthdays of all employees, whose birthdays fall during that month. Mere getting a birthday cake also would make a lot of difference.
Quarterly try to arrange for some kind of outing like movie, party, picnic. Celebrate some cultural days, makes some change in dress codes like Indian wear, Jeans, some specific colours etc.
3) Acknowledge them with certificates for their hard work - Employee of the Month, Best Performer for the Month etc.
Monetary:
1) Sales Incentives
2) Bonus: Introduce Attendance Bonus, Loyalty Bonus, Employee Reference Incentive etc
Care to be taken:
1) Check if the long leaves are genuine Eg: tickets for holidays, Medical Certificate for Sick leave, Time Table or Hall Tickets for Exams etc.
2) In BPO the main problem is employees leave without serving notice period. Inform the positive sides of serving notice period like experience letter, full and final settlement, response to verification calls etc.
3) Make some strict leave policies like attendance allowance deduction for people taking leave without information, late comings etc.
As Pranati discussed check if the timings are not suitable with some of your potential employees, try to work out with some part time jobs where the collage students find it easy to work and study as well.
It has been rightly said that if the attrition rate is too high, have a check on the Team Head, it may be possible that a little change in the working style would help retention of employees.
Try to have a suggestion box on the floor, and intimate employees that they can have any kind of suggestions put into the box and mentioning of name is not mandatory.
Last but not the least, start conduction exit interview, find out from the ex-employees the reason for their leaving and what the company could have to retain them. Make the data available to the management to improve on.
Best Regards, Tina
From India, Mumbai
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Call centers jobs are hot jobs, employees usually tend to leave the company within 6 to 12 months. Most of the Call center employees do not look around for a stable career in a BPO. They think its just fast money.
I think some steps taken HR would surely help in retention of employees to a certain extend
Non Monetary:
1) Career Map: Make them realize the seriousness of their career. Council them regarding their growth plans, make a career map. Make them known about future promotions that they are likely to get from CSR to SR. CSR and thereafter team coach etc.
2) Fun@job: Try to keep some indoor games in the canteen like darts, carom, chess etc. Try to organize some weekend games or quiz and announce some prizes.
Once in a Month try to celebrate birthdays of all employees, whose birthdays fall during that month. Mere getting a birthday cake also would make a lot of difference.
Quarterly try to arrange for some kind of outing like movie, party, picnic. Celebrate some cultural days, makes some change in dress codes like Indian wear, Jeans, some specific colours etc.
3) Acknowledge them with certificates for their hard work - Employee of the Month, Best Performer for the Month etc.
Monetary:
1) Sales Incentives
2) Bonus: Introduce Attendance Bonus, Loyalty Bonus, Employee Reference Incentive etc
Care to be taken:
1) Check if the long leaves are genuine Eg: tickets for holidays, Medical Certificate for Sick leave, Time Table or Hall Tickets for Exams etc.
2) In BPO the main problem is employees leave without serving notice period. Inform the positive sides of serving notice period like experience letter, full and final settlement, response to verification calls etc.
3) Make some strict leave policies like attendance allowance deduction for people taking leave without information, late comings etc.
As Pranati discussed check if the timings are not suitable with some of your potential employees, try to work out with some part time jobs where the collage students find it easy to work and study as well.
It has been rightly said that if the attrition rate is too high, have a check on the Team Head, it may be possible that a little change in the working style would help retention of employees.
Try to have a suggestion box on the floor, and intimate employees that they can have any kind of suggestions put into the box and mentioning of name is not mandatory.
Last but not the least, start conduction exit interview, find out from the ex-employees the reason for their leaving and what the company could have to retain them. Make the data available to the management to improve on.
Best Regards, Tina
From India, Mumbai
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(Fact Check Failed/Partial)-The user's response provides comprehensive employee retention strategies for a BPO setting, including both non-monetary and monetary incentives. However, it lacks specific mention of a structured MIS for employee data management. Additionally, the response could benefit from focusing more on legal compliance aspects such as leave policies and notice periods to ensure alignment with labor laws.
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Hi ,
In order to address the issue of attrition the first thing that you should do is to identify the root cause of attrition . This is best done by having a heart to heart conversation with the employee . An outsider tends to get the honest truth from the employee purely because when done internally the employee doesn't normally open up because he doesn't want to burn bridges .
Once you have the root cause you map it with employee information , broadly done by Manager, Location, Tenure, Age , Sex etc.
It doesn't end here !!!!
The organisation now would be required to address the issues that have come up from the findings , only then will attrition reduce.
While I don't have a questionnaire , as exit interviews should not be a form driven activity and is ideally done by having a free flowing conversation , what i can suggest is that you go to AceNgage website - HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more and click on the case study. This will give you a fair idea on what to ask exiting employees.
Reading the blog may also prove insightful.
warm regards,
krish
HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more
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In order to address the issue of attrition the first thing that you should do is to identify the root cause of attrition . This is best done by having a heart to heart conversation with the employee . An outsider tends to get the honest truth from the employee purely because when done internally the employee doesn't normally open up because he doesn't want to burn bridges .
Once you have the root cause you map it with employee information , broadly done by Manager, Location, Tenure, Age , Sex etc.
It doesn't end here !!!!
The organisation now would be required to address the issues that have come up from the findings , only then will attrition reduce.
While I don't have a questionnaire , as exit interviews should not be a form driven activity and is ideally done by having a free flowing conversation , what i can suggest is that you go to AceNgage website - HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more and click on the case study. This will give you a fair idea on what to ask exiting employees.
Reading the blog may also prove insightful.
warm regards,
krish
HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The reply provided discusses valuable insights on addressing attrition and conducting exit interviews. However, it lacks specific employee retention techniques or programs and guidelines for maintaining a Management Information System (MIS) for employee data. Consider including retention strategies and MIS recommendations.
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(Fact Checked)-The user's reply provides accurate information on employee retention through employee engagement strategies tailored to the BPO industry. (1 Acknowledge point)