Hi friend,
Myself sudhir, now we are facing no. of employee movement in our company and now our managemnt has give the task to make a effective employee retaintion plan for stoping the movement of the employees but i never make this type plan and i have not clear idea about the employee retaintion. so i request ot all of my cthr frirend if they help me on this tapic its very beneficial for me.
if you have any templete/sheet kindly mail me on this mail-"sudhir_rlw@yahoo.com"
thanks/regards
sudhir
From India, Delhi
1Myself sudhir, now we are facing no. of employee movement in our company and now our managemnt has give the task to make a effective employee retaintion plan for stoping the movement of the employees but i never make this type plan and i have not clear idea about the employee retaintion. so i request ot all of my cthr frirend if they help me on this tapic its very beneficial for me.
if you have any templete/sheet kindly mail me on this mail-"sudhir_rlw@yahoo.com"
thanks/regards
sudhir
From India, Delhi
Don’t worry dear!!
I will suggest you as per my knowledge.
See we are also facing same problem with our company, but the strategy which we are using is based only the single concept that is Positive environment.
Some time a period comes in a company when max. Employee crosses their 1 or 1.5-2 year of experience and when if one of them move, then attrition rate automatically goes high.
That time we have to rethink again on company’s HR policies and if required do little bit changes also.Make sure that employee would enjoy their work with their colleges.
Take a open meeting for all, in which one should share his/her problem freely, or may put a mail for same to HR, Encourage them to feel free with management.
Arrange some good celebrations or trip for a change.
Again think about some small perks like marriage allowance, bonus, and littlie bit increment for saturated employee.
Think about appraisal cycle (either yearly or 6month wise or quarterly)
From India, Raipur
I will suggest you as per my knowledge.
See we are also facing same problem with our company, but the strategy which we are using is based only the single concept that is Positive environment.
Some time a period comes in a company when max. Employee crosses their 1 or 1.5-2 year of experience and when if one of them move, then attrition rate automatically goes high.
That time we have to rethink again on company’s HR policies and if required do little bit changes also.Make sure that employee would enjoy their work with their colleges.
Take a open meeting for all, in which one should share his/her problem freely, or may put a mail for same to HR, Encourage them to feel free with management.
Arrange some good celebrations or trip for a change.
Again think about some small perks like marriage allowance, bonus, and littlie bit increment for saturated employee.
Think about appraisal cycle (either yearly or 6month wise or quarterly)
From India, Raipur
a major reason is lack of transparency in appraisals:
first they are held annually. well if someone had mapped the KPIs and made them clear to the employee from day one, it makes things easier....
every quarter or month, appraise the employee on his performance and at the end of the year just collate the 52 weeks data and present your findings.
The employee will he happy at the fair treatment...
secondly, hold an exit interview.
mostly people make the mistake of giving counter offers at the time of exit interview. ( there exists non congruence of purpose between deep dive exercise associated with exit inetrview n giving counter offers is reactive stance)
The best exit interviews are cobducted 2-3 months down the line to cool the emotions of the employee, he would start thinkng with a rational mind and then ask him feedback regarding processes, customers, competitors standings, culture, reward etc
the sole purpose of conducting an exit interview is not to let the findings gather dust n a corner but to make real changes in policy, structure, proocesses etc..
Internal job postings or lateral promotions are a tried n tested strategy.
The first n foremost thing is what are the priorities of the concerned employee ?
Always work it according to that. Money is not the motivator everywhere.
surya
From India, Delhi
first they are held annually. well if someone had mapped the KPIs and made them clear to the employee from day one, it makes things easier....
every quarter or month, appraise the employee on his performance and at the end of the year just collate the 52 weeks data and present your findings.
The employee will he happy at the fair treatment...
secondly, hold an exit interview.
mostly people make the mistake of giving counter offers at the time of exit interview. ( there exists non congruence of purpose between deep dive exercise associated with exit inetrview n giving counter offers is reactive stance)
The best exit interviews are cobducted 2-3 months down the line to cool the emotions of the employee, he would start thinkng with a rational mind and then ask him feedback regarding processes, customers, competitors standings, culture, reward etc
the sole purpose of conducting an exit interview is not to let the findings gather dust n a corner but to make real changes in policy, structure, proocesses etc..
Internal job postings or lateral promotions are a tried n tested strategy.
The first n foremost thing is what are the priorities of the concerned employee ?
Always work it according to that. Money is not the motivator everywhere.
surya
From India, Delhi
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