Hello Everyone,
I am working in a small organization which start an year back. But now I am facing a problem regarding retention of an employees. As there is no interaction section between employee and Senior Management.
So kindly suggest some retention activities or employee engagement activities which help in sustaining an employee in the organisation.
I will be really grateful.
From India, New Delhi
I am working in a small organization which start an year back. But now I am facing a problem regarding retention of an employees. As there is no interaction section between employee and Senior Management.
So kindly suggest some retention activities or employee engagement activities which help in sustaining an employee in the organisation.
I will be really grateful.
From India, New Delhi
Hi,
Seems you have issues with level bonding.
1.It can be handled using employee R & R technique.
find our possibilities to reward team member on his achievements.
frame an engagement activity calendar, announce among employees. follow calender properly.
2. Lack of leadership qualities with in senior management may result in such de-bond.
Its better organize leadership development programme once in a quarter.
This would do the best ....
T&R
Sunil
From India, Tiruppur
1Seems you have issues with level bonding.
1.It can be handled using employee R & R technique.
find our possibilities to reward team member on his achievements.
frame an engagement activity calendar, announce among employees. follow calender properly.
2. Lack of leadership qualities with in senior management may result in such de-bond.
Its better organize leadership development programme once in a quarter.
This would do the best ....
T&R
Sunil
From India, Tiruppur
Dear Divisha,
A key aspect of start-ups is the degree of control exercised by the promoters, they wear many hats and are quite deeply involved in the business end of running the company, they may consequently loose touch with the other members of the organization. By delegating a part of their responsibilities, the general understanding is that the management layer below would take care of mundane issues such as a retention, etc. But that is not the case.
It is here that the HR team can play a very important role, some of the things you could explore are:
1. Run a periodic town-hall for the various teams where by the local leadership interacts with the teams - to create a connect
2. Encourage skip-level meetings between team members and their manager's manager (2nd level of leadership) - generate ideas, unblock bottlenecks, etc.
3. Work with the mid-level managers and their bosses to establish a coaching / mentoring process to address performance and general issues of individuals on a regular basis. - Align individual aspirations / fears to that of the team and the organization.
In addition to the above an effort to communicate the passion and drive of the leadership to the teams would go a long way in creating an inclusive work culture.
Cheers!
Shashidhar
From India, Hyderabad
A key aspect of start-ups is the degree of control exercised by the promoters, they wear many hats and are quite deeply involved in the business end of running the company, they may consequently loose touch with the other members of the organization. By delegating a part of their responsibilities, the general understanding is that the management layer below would take care of mundane issues such as a retention, etc. But that is not the case.
It is here that the HR team can play a very important role, some of the things you could explore are:
1. Run a periodic town-hall for the various teams where by the local leadership interacts with the teams - to create a connect
2. Encourage skip-level meetings between team members and their manager's manager (2nd level of leadership) - generate ideas, unblock bottlenecks, etc.
3. Work with the mid-level managers and their bosses to establish a coaching / mentoring process to address performance and general issues of individuals on a regular basis. - Align individual aspirations / fears to that of the team and the organization.
In addition to the above an effort to communicate the passion and drive of the leadership to the teams would go a long way in creating an inclusive work culture.
Cheers!
Shashidhar
From India, Hyderabad
Staava,
The best you can hope to do is to mitigate the damage by counseling employees to relieve their stress and frustration. The only way to stop convincing people to leave is to change how senior leaders treat them. I am willing to try to convince your senior leaders they should change and provide to them why it is in their best interest to change and the simple actions they can take to stop the outflow of people. I had to do this myself, so I know all the mistakes and how to correct them.
Best regards, Ben Simonton
Leadership is a science
From United States, Tampa
The best you can hope to do is to mitigate the damage by counseling employees to relieve their stress and frustration. The only way to stop convincing people to leave is to change how senior leaders treat them. I am willing to try to convince your senior leaders they should change and provide to them why it is in their best interest to change and the simple actions they can take to stop the outflow of people. I had to do this myself, so I know all the mistakes and how to correct them.
Best regards, Ben Simonton
Leadership is a science
From United States, Tampa
Thanks a lot for your response..
One more qurey regarding Employee Engagement, I hope you can highlight on this as well.
If someone wants to make a career in Employee Engagement than what is the scope of it.
What salary package one can expect?
Which companies hired a person only for Employee Engagement?
From India, New Delhi
One more qurey regarding Employee Engagement, I hope you can highlight on this as well.
If someone wants to make a career in Employee Engagement than what is the scope of it.
What salary package one can expect?
Which companies hired a person only for Employee Engagement?
From India, New Delhi
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Employee Engagement Activities.pdf
Employee Engagement Activities - .doc