Hello Professionals!
Just want to implement the best retention policy in our company. So, what are the best possible ways to implement such a policy? Do I need to organize recreational activities? Please suggest!
From India, Mohali
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1Just want to implement the best retention policy in our company. So, what are the best possible ways to implement such a policy? Do I need to organize recreational activities? Please suggest!
From India, Mohali
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Hello Mr. Sanjeev Verma,
The best retention practices require clear study and analysis. Identify the reasons/factors contributing to attrition, categorize them, and then address each factor individually. For example, if salary is a factor, examine both your current compensation policy and your competitors' policies to determine an appropriate solution. If workload is another factor, focus on optimizing manpower. Identify all factors and we can discuss how to address each one.
Vishwanath
From India, Hyderabad
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The best retention practices require clear study and analysis. Identify the reasons/factors contributing to attrition, categorize them, and then address each factor individually. For example, if salary is a factor, examine both your current compensation policy and your competitors' policies to determine an appropriate solution. If workload is another factor, focus on optimizing manpower. Identify all factors and we can discuss how to address each one.
Vishwanath
From India, Hyderabad
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Hello Sanjeev,
Your findings from the exit interviews seem to confirm the widely prevalent notion that employees do not leave the organizations, but they leave the managers. In all organizational efforts to achieve a business goal, the manager-employee relations will constitute the fulcrum as it propels such efforts. The myriad transactions that occur in those managerial trenches will have a bearing on the manager-employee relations, and any friction in these relations and in those trenches may derail the efforts.
Just as a plant needs a fortified bed of soil to grow healthy, the manager-employee relations need a strong culture of mutual respect, bonding, and gratitude. One medium to foster this culture is the medium of employee engagement initiatives. Employee engagement does not mean conducting mere recreational activities, although they supplement the core engagement initiatives. The core engagement initiatives aim at infusing the skills of communication, empathy, nurturing, and feelings of a sense of belongingness and ownership in both managers and employees so that they feel they are the branches of the same tree. Therefore, employee engagement should focus on this kind of learning and development.
B. Saikumar
In-house HR & IR Advisor
From India, Mumbai
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Your findings from the exit interviews seem to confirm the widely prevalent notion that employees do not leave the organizations, but they leave the managers. In all organizational efforts to achieve a business goal, the manager-employee relations will constitute the fulcrum as it propels such efforts. The myriad transactions that occur in those managerial trenches will have a bearing on the manager-employee relations, and any friction in these relations and in those trenches may derail the efforts.
Just as a plant needs a fortified bed of soil to grow healthy, the manager-employee relations need a strong culture of mutual respect, bonding, and gratitude. One medium to foster this culture is the medium of employee engagement initiatives. Employee engagement does not mean conducting mere recreational activities, although they supplement the core engagement initiatives. The core engagement initiatives aim at infusing the skills of communication, empathy, nurturing, and feelings of a sense of belongingness and ownership in both managers and employees so that they feel they are the branches of the same tree. Therefore, employee engagement should focus on this kind of learning and development.
B. Saikumar
In-house HR & IR Advisor
From India, Mumbai
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Sanjeev,
The best retention policy is to treat your employees so well that they will never want to leave. Retention depends on whether the employee feels valued and respected. The same is true for whether they are highly motivated or demotivated, have high morale, or are demoralized. So, treat them as if they are valued and respected, and they will throw everything they have at work and never want to leave.
I am willing to serve as the coach of your senior executives to create a highly motivated, highly committed, fully engaged workforce of Superstars who love to come to work and will almost never leave your employ. Although there are details on how to do this, including exactly why these actions are effective while others are not, the following short video provides the essence of what I advise.
[How to Create Engaged Employees (Leadership Skills Training Series)](http://www.bensimonton.com/how-to-create-engaged-employees.html)
Best regards, Ben
Author "Leading People to be Highly Motivated and Committed"
[Leadership Skills for Managers and Executives](http://www.bensimonton.com)
From United States, Tampa
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The best retention policy is to treat your employees so well that they will never want to leave. Retention depends on whether the employee feels valued and respected. The same is true for whether they are highly motivated or demotivated, have high morale, or are demoralized. So, treat them as if they are valued and respected, and they will throw everything they have at work and never want to leave.
I am willing to serve as the coach of your senior executives to create a highly motivated, highly committed, fully engaged workforce of Superstars who love to come to work and will almost never leave your employ. Although there are details on how to do this, including exactly why these actions are effective while others are not, the following short video provides the essence of what I advise.
[How to Create Engaged Employees (Leadership Skills Training Series)](http://www.bensimonton.com/how-to-create-engaged-employees.html)
Best regards, Ben
Author "Leading People to be Highly Motivated and Committed"
[Leadership Skills for Managers and Executives](http://www.bensimonton.com)
From United States, Tampa
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