Hi Malathi,
I feel attrition could be the outcome of many things. So rather than rewarding the outcome you can reward the behaviour of the line manager which is leading to reduction of attrition. If you already have an employee engagement survey, you can use the same survey result to reward the line manager. Else you can have a seperate survey to measure behaviours of your line managers.
To determine what behaviours your need to measure you first need to know what employees want from their managers. For example communication, knowledge sharing, recognition, walk the talk etc. Once you know what your employees want from you managers you can measure your line managers on these behaviours and reward them accordingly.
Once you have the knowledge of what the employees want you can initiate other processes also to arrest the attrition
Regards,
Ravish
From India, Mumbai
2I feel attrition could be the outcome of many things. So rather than rewarding the outcome you can reward the behaviour of the line manager which is leading to reduction of attrition. If you already have an employee engagement survey, you can use the same survey result to reward the line manager. Else you can have a seperate survey to measure behaviours of your line managers.
To determine what behaviours your need to measure you first need to know what employees want from their managers. For example communication, knowledge sharing, recognition, walk the talk etc. Once you know what your employees want from you managers you can measure your line managers on these behaviours and reward them accordingly.
Once you have the knowledge of what the employees want you can initiate other processes also to arrest the attrition
Regards,
Ravish
From India, Mumbai
Hi Mr.Bhatia, Thanks a lot for the opinion. But how would we link Attrition with Productivity? Is there a formula for calculation? Thanks Malathi Ajay
From India, Madurai
From India, Madurai
Hello Ajay,
What you can do is, keep a track of performance of every individual. As far as sales and marketing team is considered, you can have it done easily as they have numbers. For the rest, you can always ask the managers about their performance.
Once you know who are the exceptional, good, average, bad and zero performers, you know where your attrition should lie.
People who are not performing at all, can be interviewed and tracked - if there is issues with the team or manager or do they need training. Give them some time to prove their worth and upgrade.
Apart it will also tell you that if you are to lose your exceptional and good performers, you would be at greater risk than if you are losing the bad and zero performers.
When more of your exceptional till average performers quit, it is high time for you to reframe your policies, check if the managers are efficient and effective or if there is any conflict.
Other wise there is not much concern for attrition if the bad and zero performers are leaving you. You should be happy to get rid of them.
Hope it helped :-)
From India, Mumbai
What you can do is, keep a track of performance of every individual. As far as sales and marketing team is considered, you can have it done easily as they have numbers. For the rest, you can always ask the managers about their performance.
Once you know who are the exceptional, good, average, bad and zero performers, you know where your attrition should lie.
People who are not performing at all, can be interviewed and tracked - if there is issues with the team or manager or do they need training. Give them some time to prove their worth and upgrade.
Apart it will also tell you that if you are to lose your exceptional and good performers, you would be at greater risk than if you are losing the bad and zero performers.
When more of your exceptional till average performers quit, it is high time for you to reframe your policies, check if the managers are efficient and effective or if there is any conflict.
Other wise there is not much concern for attrition if the bad and zero performers are leaving you. You should be happy to get rid of them.
Hope it helped :-)
From India, Mumbai
Well, it’s a good thing ..at least they are also like toppers if you count contributions from the last in the list so they must be awarded. : — )
From India, Lucknow
From India, Lucknow
Thank you Ankita!
What we have decided is to create an exhaustive award criteria with less attrition, employee engagement and people managing skills as well. I feel this would help us monitor how efficient the leads are, in engaging team members. After all, Majority of people leave their managers, not the organization.
Regards
Malathi Ajay
From India, Madurai
What we have decided is to create an exhaustive award criteria with less attrition, employee engagement and people managing skills as well. I feel this would help us monitor how efficient the leads are, in engaging team members. After all, Majority of people leave their managers, not the organization.
Regards
Malathi Ajay
From India, Madurai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Absence of Team Leader.doc
Why do team building activities usually involve games_.pdf
Team work.zip