Hi Seniors,
Advance Happy Diwali to all!
I have been working as an HR Executive for the past 5 months in a small IT company with more than 20 employees. We provide basic benefits to our employees. I am new to the IT field, so I don't have great awareness of the IT environment and benefits.
In addition, our company has a high attrition rate. Therefore, my management has asked me to take actions to reduce attrition and retain old employees. I would appreciate it if you could share your thoughts on how to address this concern and reduce the attrition rate.
Below, I have listed some benefits that we currently provide:
- Casual leave: 2 per month (after confirmation)
- National and festival holidays
- Performance appraisals every 6 months
- Office timing: 8 hours (no extra time, no shifts)
- No mental pressure on employees
- Friendly work environment
- Office tours
Thank you for your assistance in helping me develop these measures.
From India, Chennai
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7Advance Happy Diwali to all!
I have been working as an HR Executive for the past 5 months in a small IT company with more than 20 employees. We provide basic benefits to our employees. I am new to the IT field, so I don't have great awareness of the IT environment and benefits.
In addition, our company has a high attrition rate. Therefore, my management has asked me to take actions to reduce attrition and retain old employees. I would appreciate it if you could share your thoughts on how to address this concern and reduce the attrition rate.
Below, I have listed some benefits that we currently provide:
- Casual leave: 2 per month (after confirmation)
- National and festival holidays
- Performance appraisals every 6 months
- Office timing: 8 hours (no extra time, no shifts)
- No mental pressure on employees
- Friendly work environment
- Office tours
Thank you for your assistance in helping me develop these measures.
From India, Chennai
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You can also have:
1 - Birthday gift (Reasonable price) - can have a notice board displaying his/her photo and "Happy birthday."
2 - Newborn baby gift - Can have board and congratulations.
3 - Sports competition prize.
4 - Yearly family meeting.
5 - Award the employees - Best employee (R&R).
6 - Celebrate festivals in the office.
From United Kingdom, London
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1 - Birthday gift (Reasonable price) - can have a notice board displaying his/her photo and "Happy birthday."
2 - Newborn baby gift - Can have board and congratulations.
3 - Sports competition prize.
4 - Yearly family meeting.
5 - Award the employees - Best employee (R&R).
6 - Celebrate festivals in the office.
From United Kingdom, London
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Hi Revathi,
You are going through typical small organization problems which are quite usual and expected. The ideas given by Anand are good ones but are effective in mid to large size organizations and not so much in smaller ones. So what do you do? Easy!
First, accept the fact that you will lose people. Every individual has a right to a good career and growth. If he/she is unable to foresee the same in your organization, then they will surely leave and that is absolutely fine.
Second, understand that in your size that you currently are (20+), you are less likely to be an organization and more likely to be a family. So ensure that is exactly what you are doing, i.e., being a family. Employee Engagement is the single most effective, important, and critical retention tool for any small organization. But Employee engagement means being transparent, involving everyone in decision-making, making them a part of organization plans and growth. It is more difficult than it sounds because all these things are an entrepreneur's/management nightmare (things that are most difficult for them to do).
Third, while everyone is important in a small team, there will always be some key players. They need to be taken care of more efficiently without being seen as playing favorites... :-). You can't afford to lose them too regularly.
The Golden rule is: Treat them as you would your family, and they will reciprocate.
Cheers,
Navneet
From India, Delhi
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You are going through typical small organization problems which are quite usual and expected. The ideas given by Anand are good ones but are effective in mid to large size organizations and not so much in smaller ones. So what do you do? Easy!
First, accept the fact that you will lose people. Every individual has a right to a good career and growth. If he/she is unable to foresee the same in your organization, then they will surely leave and that is absolutely fine.
Second, understand that in your size that you currently are (20+), you are less likely to be an organization and more likely to be a family. So ensure that is exactly what you are doing, i.e., being a family. Employee Engagement is the single most effective, important, and critical retention tool for any small organization. But Employee engagement means being transparent, involving everyone in decision-making, making them a part of organization plans and growth. It is more difficult than it sounds because all these things are an entrepreneur's/management nightmare (things that are most difficult for them to do).
Third, while everyone is important in a small team, there will always be some key players. They need to be taken care of more efficiently without being seen as playing favorites... :-). You can't afford to lose them too regularly.
The Golden rule is: Treat them as you would your family, and they will reciprocate.
Cheers,
Navneet
From India, Delhi
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The best thing what you can do is, going forward you can start collecting there original marks card and take a sing on service bond for 1 or 2 years. Regards, Yogendra
From India, Bangalore
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From India, Bangalore
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Well, it's good that you offer good facilities and benefits to your employees, but it seems that the employees are not happy, which is why the attrition rate is high.
Additionally, please check if employees are leaving from specific departments or sections, or if it is the same across all departments/sections.
Furthermore, you should have an exit interview process where you can ask them about the reasons for leaving in a polite manner. It is challenging to retain an employee who has decided to leave, but by understanding the specific reasons, you can make improvements and potentially retain other employees, thus reducing the attrition rate.
From India, Lucknow
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Additionally, please check if employees are leaving from specific departments or sections, or if it is the same across all departments/sections.
Furthermore, you should have an exit interview process where you can ask them about the reasons for leaving in a polite manner. It is challenging to retain an employee who has decided to leave, but by understanding the specific reasons, you can make improvements and potentially retain other employees, thus reducing the attrition rate.
From India, Lucknow
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Dear Revathi,
Your challenge is not just retention of employees but engagement too. The battle of attrition can best be won by engaging our employees. Recently, there was a good amount of discussion on employee engagement. You may click the following link to read it:
https://www.citehr.com/473042-hr-pla...ngagement.html
Secondly, the methods that you have proposed or other members have proposed do not cover Level V need in the pyramid of Abraham Maslow's Theory of Hierarchy of Needs.
You should do something to fulfill your employees' self-actualization needs as well. How to do this? The best way is to ask them what challenging assignment they want and give it to them. They know better how to challenge their brains.
The next thing is to create a learning environment. They should learn something on their own and show its implementation. Give them hefty rewards for the implementation of learning. Trust me, this works very well. It fosters healthy competition of learning and then implementation. The benefits that the organization accrues are far greater.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Your challenge is not just retention of employees but engagement too. The battle of attrition can best be won by engaging our employees. Recently, there was a good amount of discussion on employee engagement. You may click the following link to read it:
https://www.citehr.com/473042-hr-pla...ngagement.html
Secondly, the methods that you have proposed or other members have proposed do not cover Level V need in the pyramid of Abraham Maslow's Theory of Hierarchy of Needs.
You should do something to fulfill your employees' self-actualization needs as well. How to do this? The best way is to ask them what challenging assignment they want and give it to them. They know better how to challenge their brains.
The next thing is to create a learning environment. They should learn something on their own and show its implementation. Give them hefty rewards for the implementation of learning. Trust me, this works very well. It fosters healthy competition of learning and then implementation. The benefits that the organization accrues are far greater.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Hi seniors,
Thank you so much for spending your valuable time for me. All are sharing valuable points; surely, I am trying to implement them. In addition, new joiners are leaving the organization within one week, not all. Regarding this, what steps can make us better to retain new joiners?
Regards,
Revathi
HR
From India, Chennai
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Thank you so much for spending your valuable time for me. All are sharing valuable points; surely, I am trying to implement them. In addition, new joiners are leaving the organization within one week, not all. Regarding this, what steps can make us better to retain new joiners?
Regards,
Revathi
HR
From India, Chennai
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Hi seniors ,
Mr.Anand sir mentioned some nice benefits to motivate the employees , kindly sharing some other benefits which has provided by other IT companies to motivate the employees
Thank you so much
Have a nice day !
Regards
Revathi HR
Whenever I hear It can’t be done,I know I’m close to success.. Michael Flatley
From India, Chennai
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Mr.Anand sir mentioned some nice benefits to motivate the employees , kindly sharing some other benefits which has provided by other IT companies to motivate the employees
Thank you so much
Have a nice day !
Regards
Revathi HR
Whenever I hear It can’t be done,I know I’m close to success.. Michael Flatley
From India, Chennai
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Dear Revathi,
As fellow members have already given very fruitful points to implement, in addition to that I would like to mention that as you have said, even new joiners leave within a week. This indicates that your existing employees are not motivated or delighted in the company. In most cases, people who join and leave within a couple of days are influenced by office gossip, where they feel that working in the company will not be beneficial to them. Therefore, I suggest that you first ensure your existing employees are properly engaged and motivated, and try to create a "feel-good" working atmosphere.
Additionally, you can consider the following strategies for retention:
- Introduce a joining bonus payable after 3/6 months.
- Implement a "Basket of Allowances" component in the CTC, which employees will receive at the end of the financial year.
- Work on a "loyalty bonus" scheme.
- Implement a good performance appraisal methodology; I believe a 360-degree appraisal will be effective.
- Conduct proper exit interviews, and it would be best to create an exit questionnaire to gather necessary feedback on why employees are leaving your company.
- Organize monthly "One on One" or "HR Connect" sessions where you can discuss employees' productivity, performance, and succession planning.
Regards,
Ashutosh
From India, Kollam
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As fellow members have already given very fruitful points to implement, in addition to that I would like to mention that as you have said, even new joiners leave within a week. This indicates that your existing employees are not motivated or delighted in the company. In most cases, people who join and leave within a couple of days are influenced by office gossip, where they feel that working in the company will not be beneficial to them. Therefore, I suggest that you first ensure your existing employees are properly engaged and motivated, and try to create a "feel-good" working atmosphere.
Additionally, you can consider the following strategies for retention:
- Introduce a joining bonus payable after 3/6 months.
- Implement a "Basket of Allowances" component in the CTC, which employees will receive at the end of the financial year.
- Work on a "loyalty bonus" scheme.
- Implement a good performance appraisal methodology; I believe a 360-degree appraisal will be effective.
- Conduct proper exit interviews, and it would be best to create an exit questionnaire to gather necessary feedback on why employees are leaving your company.
- Organize monthly "One on One" or "HR Connect" sessions where you can discuss employees' productivity, performance, and succession planning.
Regards,
Ashutosh
From India, Kollam
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Did you notice the breadth and depth of all the suggestions that have come from so many professionals? Did you understand the core fundamentals of Employee Engagement from these posts? It's simple...
What you can do is limited only by your own capacity to be creative, innovative, and your ability to understand your employees. There are no set rules or processes or even can's and don'ts... the only limitation is you (the HR and management involved).
All the ideas shared work and in some cases none of them do... :-) You need to first understand your employees and what will work. Remember you will always be in constraints (expenses, time, lack of initiative, lack of vision, peer pressure, management expectation, etc.). The trick is to work within these constraints and yet create some effective engagement activities/initiatives. That's where your own innovation skills are going to be tested... :-)
Have fun because if you are enjoying what you are doing, you already are successful by default!!!
Cheers
Navneet
From India, Delhi
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What you can do is limited only by your own capacity to be creative, innovative, and your ability to understand your employees. There are no set rules or processes or even can's and don'ts... the only limitation is you (the HR and management involved).
All the ideas shared work and in some cases none of them do... :-) You need to first understand your employees and what will work. Remember you will always be in constraints (expenses, time, lack of initiative, lack of vision, peer pressure, management expectation, etc.). The trick is to work within these constraints and yet create some effective engagement activities/initiatives. That's where your own innovation skills are going to be tested... :-)
Have fun because if you are enjoying what you are doing, you already are successful by default!!!
Cheers
Navneet
From India, Delhi
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