Hi Members,
I'm working in a KPO as an Sr Executive-HR and we are currently facing a challenge in controlling attrition of new hires. We employ fresh grads and they stay with us for 3-5 months and then one fine morning they disappear without any formal notice or information. How do you think we can control this? Pls help. Thanks in advance.
Regards,
Prabha
From India, Chennai
I'm working in a KPO as an Sr Executive-HR and we are currently facing a challenge in controlling attrition of new hires. We employ fresh grads and they stay with us for 3-5 months and then one fine morning they disappear without any formal notice or information. How do you think we can control this? Pls help. Thanks in advance.
Regards,
Prabha
From India, Chennai
Dear Ms. Prabha,
Its very difficult to control ATTRITION in KPO and BPO industry because of many reasons. Fresh GRAD's join to earn something rather staying idle at home. This will help them to gain something better than nothing. They keep applying for better opportunity. One fine day, when they secure their dream job or a better opportunity, they leave without any formal notice/intimation.
Even HEALTH CONDITIONS doesn't support for one to work in the NIGHT SHIFTS as our body is not tuned to change the SYSTEM as prescribed by the ALMIGHTY.
Yes, very few stick behind as they don't have any other option to choose. You need to focus on their career development. One fine day, even these employees will leave your organisation once they end up in securing a better paid job.
1. If you really want to control attrition and retain the best workforce, you may announce ONE MONTH SALARY as BONUS upon completion of ONE YEAR. By doing so, you may feel secured about the EMPLOYEE TURN OVER RATION for one year. In the mean time, be prepared for replacing those who are ready to quit upon successful completion of one year.
2. You may also escalate them DESIGNATION WISE upon completion of 2 or 2.5YEARS. Hike in PAY and other benefits thus MOTIVATING EMPLOYEES POSITIVELY and ensure that their HEALTH CONDITION is PERFECT. There must be something to make them feel that their career is worth enough to be pursued at KPO industry.
3. Support them by GRANTING LOANS upon completion of 3.5years
Hope this will do needful.
With profound regards
From India, Chennai
288Its very difficult to control ATTRITION in KPO and BPO industry because of many reasons. Fresh GRAD's join to earn something rather staying idle at home. This will help them to gain something better than nothing. They keep applying for better opportunity. One fine day, when they secure their dream job or a better opportunity, they leave without any formal notice/intimation.
Even HEALTH CONDITIONS doesn't support for one to work in the NIGHT SHIFTS as our body is not tuned to change the SYSTEM as prescribed by the ALMIGHTY.
Yes, very few stick behind as they don't have any other option to choose. You need to focus on their career development. One fine day, even these employees will leave your organisation once they end up in securing a better paid job.
1. If you really want to control attrition and retain the best workforce, you may announce ONE MONTH SALARY as BONUS upon completion of ONE YEAR. By doing so, you may feel secured about the EMPLOYEE TURN OVER RATION for one year. In the mean time, be prepared for replacing those who are ready to quit upon successful completion of one year.
2. You may also escalate them DESIGNATION WISE upon completion of 2 or 2.5YEARS. Hike in PAY and other benefits thus MOTIVATING EMPLOYEES POSITIVELY and ensure that their HEALTH CONDITION is PERFECT. There must be something to make them feel that their career is worth enough to be pursued at KPO industry.
3. Support them by GRANTING LOANS upon completion of 3.5years
Hope this will do needful.
With profound regards
From India, Chennai
Hello Prabha,
The problem is in many industries.
Some very good points as mentioned by Mr Shaik can be tried
with the consent of your management.
In addition to the above, make a robust system of quick replacement
and rigorous training of the new incumbent.That is the best way to face Attrition.
V.Raghunathan..................................... .............Navi Mumbai
From India
The problem is in many industries.
Some very good points as mentioned by Mr Shaik can be tried
with the consent of your management.
In addition to the above, make a robust system of quick replacement
and rigorous training of the new incumbent.That is the best way to face Attrition.
V.Raghunathan..................................... .............Navi Mumbai
From India
Dear Ms. Prabha,
You need to come out with better strategies to RETAIN EMPLOYEES. Whatever you had planned so far, divide them in small intervals so that, employees feel that, they are being MOTIVATED, PAID WELL, TAKEN CARE OFF and lot more. My experience says that, when someone is receiving something better than expected after completing his/her TERM(one year), he/she will never think of leaving his/her organisation unless and until there are concrete reasons making him/her to choose another opportunity.
I request you to conduct a study on the factors supporting LONG TERM and SHORT TERM STRATEGIES (EMPLOYEE BENEFITS).
Please feel free to share your views.
With profound regards
From India, Chennai
You need to come out with better strategies to RETAIN EMPLOYEES. Whatever you had planned so far, divide them in small intervals so that, employees feel that, they are being MOTIVATED, PAID WELL, TAKEN CARE OFF and lot more. My experience says that, when someone is receiving something better than expected after completing his/her TERM(one year), he/she will never think of leaving his/her organisation unless and until there are concrete reasons making him/her to choose another opportunity.
I request you to conduct a study on the factors supporting LONG TERM and SHORT TERM STRATEGIES (EMPLOYEE BENEFITS).
Please feel free to share your views.
With profound regards
From India, Chennai
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Attrition Control and Retention Strategies for Changing times.ppt
Attrition-rate. xls