Hello,
I am working in an IT company with a 6-day working week from 10:30 am to 8 pm (45-minute lunch break). In the last few months, most of our senior developers have resigned as soon as they completed their bond period (2 years). When I (HR) asked for the reasons for their departure, they mentioned that they did not like the policies and wanted a 5-day working week, which they believe is not beneficial for the company.
We are considering offering flexibility in our timing while keeping the working hours fixed at 8.5 hours. What other policies should I change to improve retention and encourage our team leaders to stay?
Kindly suggest retention strategies that can create a win-win situation for both the company and employees.
Thanks,
HR Harsha
Attribution <link outdated-removed> #ixzz2pzLCPI3i
From India, Indore
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I am working in an IT company with a 6-day working week from 10:30 am to 8 pm (45-minute lunch break). In the last few months, most of our senior developers have resigned as soon as they completed their bond period (2 years). When I (HR) asked for the reasons for their departure, they mentioned that they did not like the policies and wanted a 5-day working week, which they believe is not beneficial for the company.
We are considering offering flexibility in our timing while keeping the working hours fixed at 8.5 hours. What other policies should I change to improve retention and encourage our team leaders to stay?
Kindly suggest retention strategies that can create a win-win situation for both the company and employees.
Thanks,
HR Harsha
Attribution <link outdated-removed> #ixzz2pzLCPI3i
From India, Indore
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The retention strategies are many, and what makes employees stay in one organization may not work with another organization. You need to employ strategies that address the specific problem. In your case, it is the six-day work schedule that is making the employees leave, but not any other issue connected with behaviors and attitudes of the staff or the reporting authority.
With working hours fixed between 10:30 A.M. to 8:00 P.M. hours per day, the total working hours per week come to 52.30 hours, thus exceeding the stipulated 48-hour-a-week work schedule by 4.5 hours a week, which can qualify as overtime. You can explore the possibilities of paying them OT for the excess hours or reduce the working hours by 45 minutes, keeping it to 8 hours per day with flexi-timing (it means they should put in 8 hours of work per day with entering and exiting at their convenience, however fixing the outer time limit within which they can do this) and enquire with the employees whether this will satisfy them. You can also think of compensating them by way of additional remuneration that works as a suitable incentive for making them work for six days a week.
B.Saikumar
From India, Mumbai
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1979With working hours fixed between 10:30 A.M. to 8:00 P.M. hours per day, the total working hours per week come to 52.30 hours, thus exceeding the stipulated 48-hour-a-week work schedule by 4.5 hours a week, which can qualify as overtime. You can explore the possibilities of paying them OT for the excess hours or reduce the working hours by 45 minutes, keeping it to 8 hours per day with flexi-timing (it means they should put in 8 hours of work per day with entering and exiting at their convenience, however fixing the outer time limit within which they can do this) and enquire with the employees whether this will satisfy them. You can also think of compensating them by way of additional remuneration that works as a suitable incentive for making them work for six days a week.
B.Saikumar
From India, Mumbai
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