Hello everyone, How many types of awards for employee retention and what is the criteria for choosing them? Is it helpful for company or not?
From India, Bhilai
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8From India, Bhilai
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Hi Pradeep,
Recognizing a Team Lead/Manager for their retention of employees in their team reduces attrition and increases satisfaction levels. Below is an example:
* Retention Champion Award/ Best People Retainer: If the attrition is zero for a particular period.
Thanks,
From India, Secunderabad
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Recognizing a Team Lead/Manager for their retention of employees in their team reduces attrition and increases satisfaction levels. Below is an example:
* Retention Champion Award/ Best People Retainer: If the attrition is zero for a particular period.
Thanks,
From India, Secunderabad
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Hi Akash, Thanks for your opinion. The fact is, it is a new company (partnership) and i am the single person who handle the HR & Admin works and the strength of employees are 30.
From India, Bhilai
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From India, Bhilai
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How many managers/Team Leads are needed for these 30 people? If there are different teams, the award can be given to the best manager/Team Lead. If there's only one manager/Team Lead, the award can be given when there is zero attrition for a particular month.
Thanks
From India, Secunderabad
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Thanks
From India, Secunderabad
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Hi,
You can also try awards like "Best Employee of the Year" (for work performance/no leaves for the year, etc.), Certificate of Achievement (for achieving some special task), etc.
Also, please consider introducing:
- Team birthdays and work anniversaries
- Spot awards (when you see employees do something right, give them a small gift/card on the spot)
- Traveling trophy: Create a traveling trophy (e.g., a special object like a special hat, etc.) that moves from employee to employee based on outstanding work.
From India, Madras
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You can also try awards like "Best Employee of the Year" (for work performance/no leaves for the year, etc.), Certificate of Achievement (for achieving some special task), etc.
Also, please consider introducing:
- Team birthdays and work anniversaries
- Spot awards (when you see employees do something right, give them a small gift/card on the spot)
- Traveling trophy: Create a traveling trophy (e.g., a special object like a special hat, etc.) that moves from employee to employee based on outstanding work.
From India, Madras
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Dear Pardeep,
Yes, it's difficult to retain talent in a small firm for a longer period as employees always look forward to shifting as early as possible for better opportunities and brands. You have not provided other information about your firm, activities, etc., to properly assess this aspect. All others suggested conventional methods and measures. I'll go a little beyond. As I told you, the attrition rate naturally will be high in a small firm. Your purposes could well be addressed if you place emphasis on the emotional and financial sides of your colleagues. The friendship and bond you are going to build with them would have a greater impact than other aspects. Being a small firm, you can easily blend with each and everyone and thus take part in their personal events and occasions. As you know, an adage 'a friend in need is a friend indeed.' If you all would extend a helping hand in troublesome situations of your colleagues, they'll surely think twice before leaving your firm.
Also, if you have flexible policies and rules that can be relaxed in situations as may warrant, that will create indebtedness towards the firm in them. At the same time, I'm not suggesting sticking to ineffective deadwoods but suggesting only to have a pragmatic view so that you are not facing HR issues.
From India, Bangalore
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Yes, it's difficult to retain talent in a small firm for a longer period as employees always look forward to shifting as early as possible for better opportunities and brands. You have not provided other information about your firm, activities, etc., to properly assess this aspect. All others suggested conventional methods and measures. I'll go a little beyond. As I told you, the attrition rate naturally will be high in a small firm. Your purposes could well be addressed if you place emphasis on the emotional and financial sides of your colleagues. The friendship and bond you are going to build with them would have a greater impact than other aspects. Being a small firm, you can easily blend with each and everyone and thus take part in their personal events and occasions. As you know, an adage 'a friend in need is a friend indeed.' If you all would extend a helping hand in troublesome situations of your colleagues, they'll surely think twice before leaving your firm.
Also, if you have flexible policies and rules that can be relaxed in situations as may warrant, that will create indebtedness towards the firm in them. At the same time, I'm not suggesting sticking to ineffective deadwoods but suggesting only to have a pragmatic view so that you are not facing HR issues.
From India, Bangalore
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