Hello, seniors. I would be really grateful if you could share your strategies. Currently, we offer ESI, PF, a one-month yearly bonus, and 2 sets of casual clothes every year. What other little things can we do to make them happier? Thank you in advance for any help you are able to provide.
From United+Arab+Emirates, Dubai
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From United+Arab+Emirates, Dubai
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Hello, here are a few tips:
1) Are you providing a creche facility for women?
2) Is there a facility of WiFi for women?
3) Are you giving optional holidays?
4) Social media helps to empower women.
5) You can arrange potluck parties on weekends for all of them.
6) Ensure they have a good amount of flexi time.
Since you mentioned the number of employees is very low, you can take note of their birthdays and offer a small gift or a certificate of appreciation.
Thank you.
From India, Visakhapatnam
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1) Are you providing a creche facility for women?
2) Is there a facility of WiFi for women?
3) Are you giving optional holidays?
4) Social media helps to empower women.
5) You can arrange potluck parties on weekends for all of them.
6) Ensure they have a good amount of flexi time.
Since you mentioned the number of employees is very low, you can take note of their birthdays and offer a small gift or a certificate of appreciation.
Thank you.
From India, Visakhapatnam
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Hello,
Apart from the suggestions above, have you tried to identify the reasons why women have left the company from their exit interview? You may work on the reasons given, such as pay package, profile, promotions, professional growth, facilities, infrastructure, etc. That will help you.
Another point, are all employees women? If so, you may initiate a few programs that are women-specific, for example:
1. Organize lectures every quarter on women's health
2. Lectures on maintaining work-life balance
3. Expert guidance on raising children
4. Knowledge on financial management
5. Celebrations, games, small picnics, family get-togethers
Hope it helps!
Best regards,
Vaishalee Parkhi
From India, Pune
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186Apart from the suggestions above, have you tried to identify the reasons why women have left the company from their exit interview? You may work on the reasons given, such as pay package, profile, promotions, professional growth, facilities, infrastructure, etc. That will help you.
Another point, are all employees women? If so, you may initiate a few programs that are women-specific, for example:
1. Organize lectures every quarter on women's health
2. Lectures on maintaining work-life balance
3. Expert guidance on raising children
4. Knowledge on financial management
5. Celebrations, games, small picnics, family get-togethers
Hope it helps!
Best regards,
Vaishalee Parkhi
From India, Pune
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Hi,
It is good to know that you are working on a retention strategy for your firm, and a thought on retention strategy particularly for women makes me believe the attrition is high only in the case of women for your firm. While seniors have provided some great ideas for retention strategy, I believe you need to understand what women employees are expecting when joining your firm, why they are leaving, and where they are going after leaving your company.
A questionnaire or discussion with existing employees, and if possible, old employees, will help in formulating retention strategies appropriate to your company. While your company seems to be providing good monetary benefits, some of the retention strategies can be:
- Work on having regular team meetings to understand challenges faced by employees and track their work schedule.
- Work on providing a good working environment where there is friendly bonding between employees, they are respected and appreciated for their work, their suggestions are being considered, and if not, reasoning with them to encourage better results in the future.
- A suggestion box may help in understanding the issues bothering women employees, and anonymous feedback will make them feel the company is concerned about them.
Regards,
Shivaraj
From Bahrain, Manama
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It is good to know that you are working on a retention strategy for your firm, and a thought on retention strategy particularly for women makes me believe the attrition is high only in the case of women for your firm. While seniors have provided some great ideas for retention strategy, I believe you need to understand what women employees are expecting when joining your firm, why they are leaving, and where they are going after leaving your company.
A questionnaire or discussion with existing employees, and if possible, old employees, will help in formulating retention strategies appropriate to your company. While your company seems to be providing good monetary benefits, some of the retention strategies can be:
- Work on having regular team meetings to understand challenges faced by employees and track their work schedule.
- Work on providing a good working environment where there is friendly bonding between employees, they are respected and appreciated for their work, their suggestions are being considered, and if not, reasoning with them to encourage better results in the future.
- A suggestion box may help in understanding the issues bothering women employees, and anonymous feedback will make them feel the company is concerned about them.
Regards,
Shivaraj
From Bahrain, Manama
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Hi,
For an organization with women, I will completely second 2 things which Mr. MADHURABN has shared:
a) Flexi timings - As long as the daily work target or the work does not suffer, provide flexible timings.
b) Arrange a babysitting program so that their kids are taken care of, and they can work with full concentration.
c) Create a comfortable and friendly office environment with no office politics.
d) Above all, appreciate their work, even if it's not genuine. This will help in retaining them. If you can manage the appreciation part, there is no need for anything else.
This is just a personal experience from 21 years of working in the industry and observing things around. I hope it is helpful to you.
From India, Mahesana
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For an organization with women, I will completely second 2 things which Mr. MADHURABN has shared:
a) Flexi timings - As long as the daily work target or the work does not suffer, provide flexible timings.
b) Arrange a babysitting program so that their kids are taken care of, and they can work with full concentration.
c) Create a comfortable and friendly office environment with no office politics.
d) Above all, appreciate their work, even if it's not genuine. This will help in retaining them. If you can manage the appreciation part, there is no need for anything else.
This is just a personal experience from 21 years of working in the industry and observing things around. I hope it is helpful to you.
From India, Mahesana
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Employee-retent ion-plan_1__185 .pdf
Effective employee retention strategies-BPO. doc