Hi,
Employees dont leave the organisation, they leave their bosses.., i think you need to touchbase with your TL's of the said projects to have a feel of whats actually going on, also see, if you can change your work atmosphere there...sometimes the work culture too can curb one's enthusiasm. This might lead to them losing interest and look out for something more exciting.., SOMETHING THAT WILL WANT THEM TO COME BACK FOR MORE..
this might be a farcry, but try to mix and match them into group(teams) such that they gel and bond. Also its important that the teams work as a unit, sharing of information and knowledge.
Chip in a few words of encouragment and motivation in your meetings..i think that should help
cheers,
From India, Hyderabad
Employees dont leave the organisation, they leave their bosses.., i think you need to touchbase with your TL's of the said projects to have a feel of whats actually going on, also see, if you can change your work atmosphere there...sometimes the work culture too can curb one's enthusiasm. This might lead to them losing interest and look out for something more exciting.., SOMETHING THAT WILL WANT THEM TO COME BACK FOR MORE..
this might be a farcry, but try to mix and match them into group(teams) such that they gel and bond. Also its important that the teams work as a unit, sharing of information and knowledge.
Chip in a few words of encouragment and motivation in your meetings..i think that should help
cheers,
From India, Hyderabad
Dear Rajat, Thanks. I liked your idea of a retention bonus. Yes, i will definitely go through the views and ideas expressed to conduct a proper exit interview. Kind Regards, Abhilasha
From India, Pune
5From India, Pune
Dear Abhilasha,
I belioeve along with an inductionm process in place it is also very important to make the candidate feel that he s welcomed into the organisation. Believe me , if you think from your point of view as an employee you will really find it right. Things like a desk and a laptop/desktop arranged for him the first day. His visiting card in place. Have lunch with him, dont make him feel alone . Obviously his colleagues support is also at utmost importance for this.
Have an induction for a minimum of 5 days, which can include on the job training (if it suits your business). If you have medical examinations or anything, have a cab arranged for him. Put some flowers on his desk as a welcome note.
These are things which may seem to be off the course, but they genuinely help in making the person feel important in the organisation.
this is in addition to the induction or as a part of the induction process.
Regards
Akanksha
I belioeve along with an inductionm process in place it is also very important to make the candidate feel that he s welcomed into the organisation. Believe me , if you think from your point of view as an employee you will really find it right. Things like a desk and a laptop/desktop arranged for him the first day. His visiting card in place. Have lunch with him, dont make him feel alone . Obviously his colleagues support is also at utmost importance for this.
Have an induction for a minimum of 5 days, which can include on the job training (if it suits your business). If you have medical examinations or anything, have a cab arranged for him. Put some flowers on his desk as a welcome note.
These are things which may seem to be off the course, but they genuinely help in making the person feel important in the organisation.
this is in addition to the induction or as a part of the induction process.
Regards
Akanksha
Hi All,
I definitely am part of the retention bonus scheme.The thought of retention bonus is very good but makes me wonder what is achieved in the end. I was just keen to drill a bit further. Assuming by having a provision or a guarantee for a retention bonus, an employee would want to stay back but the very intention for HR is to retain the person as well as to make the person productive on a long run and not to break even in terms of the recruitment cost. From a different context, in the end, an employee could still stay back and get the retention bonus and could be an average or less than average performer when appraised annually and gaining experience on the CV for a better chance elsewhere. In such a case wouldn't it be better to avoid the retention bonus?
I would appreciate your insights on this.
Regards,
Balaji
From United States, Houston
I definitely am part of the retention bonus scheme.The thought of retention bonus is very good but makes me wonder what is achieved in the end. I was just keen to drill a bit further. Assuming by having a provision or a guarantee for a retention bonus, an employee would want to stay back but the very intention for HR is to retain the person as well as to make the person productive on a long run and not to break even in terms of the recruitment cost. From a different context, in the end, an employee could still stay back and get the retention bonus and could be an average or less than average performer when appraised annually and gaining experience on the CV for a better chance elsewhere. In such a case wouldn't it be better to avoid the retention bonus?
I would appreciate your insights on this.
Regards,
Balaji
From United States, Houston
Hi Abhilasha
During exit interview many people will not come forward to discuss the problems. First of all explain them what is exit interview all about & how it will help their friends.
To Reduce the attrition following things can be done
1) Giving best employee award for every 3 months once
2) Encourage employee for all small things. By verbally
3) Shootout mail if any things done on time
4) Always communicate what is happening in the company & how his/her role is important in the comapny
5) Monthly once conduct any event
6) Conduct Personality development workshops
Regards
Gayathri
From India, Madras
During exit interview many people will not come forward to discuss the problems. First of all explain them what is exit interview all about & how it will help their friends.
To Reduce the attrition following things can be done
1) Giving best employee award for every 3 months once
2) Encourage employee for all small things. By verbally
3) Shootout mail if any things done on time
4) Always communicate what is happening in the company & how his/her role is important in the comapny
5) Monthly once conduct any event
6) Conduct Personality development workshops
Regards
Gayathri
From India, Madras
hi Abhilasha
taking freshers generally will be on contract or bond for atleast 1year will be there.
if this is not there before selecting them if we can spend some time on each candidate and assess their plan for career ,how serious are they in joining the company we can minimise attrition to some extent
regards
prabha
From India, Hyderabad
taking freshers generally will be on contract or bond for atleast 1year will be there.
if this is not there before selecting them if we can spend some time on each candidate and assess their plan for career ,how serious are they in joining the company we can minimise attrition to some extent
regards
prabha
From India, Hyderabad
Dear Prabha,
Thanks for your suggestions. We normally have a probation period for these freshers but no contract or bond.
Yes, we do try to chalk out the career graph and plan of a employee during the recruitment process. But i have found that once a employee resigns, if we have a total recall of the things talked about in the recruitment and what feedback we get in the exit interview, it is a total mismatch. This hold true especially in case of freshers.
Thanks again.
Regards,
Abhilasha
From India, Pune
Thanks for your suggestions. We normally have a probation period for these freshers but no contract or bond.
Yes, we do try to chalk out the career graph and plan of a employee during the recruitment process. But i have found that once a employee resigns, if we have a total recall of the things talked about in the recruitment and what feedback we get in the exit interview, it is a total mismatch. This hold true especially in case of freshers.
Thanks again.
Regards,
Abhilasha
From India, Pune
Hi all
I got an extract from a good source. Here are the reasons for an employee to leave.
:arrow: The Job or Workplace was not as Expected
:arrow: The Mismatch Between Job and Person
:arrow: Too Little Coaching and Feedback
:arrow: Too Few Growth and Advancement Opportunities
:arrow: Feeling Devalued and Unrecognized
:arrow: Stress from Overwork and Work-Life Imbalance
:arrow: Loss of Trust and Confidence in Senior Leaders
From India, Madras
I got an extract from a good source. Here are the reasons for an employee to leave.
:arrow: The Job or Workplace was not as Expected
:arrow: The Mismatch Between Job and Person
:arrow: Too Little Coaching and Feedback
:arrow: Too Few Growth and Advancement Opportunities
:arrow: Feeling Devalued and Unrecognized
:arrow: Stress from Overwork and Work-Life Imbalance
:arrow: Loss of Trust and Confidence in Senior Leaders
From India, Madras
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