Employee retention

Dear Mr Ajai,
Firstly, the article on Employe Retention was good, thanks.

In the post, you mentioned getting a 'industry based survey' done. Can i kinow how wee can go about doing it? I also keep hearing about some or the other 'Industry based study', but would really like to know how to do it.
Other than consultants, can we use some other sources to get information?
Kindly enlighten me.

Best Regards,
Sridhar

Hi Rajat,

Thanks for the infromation. It was really good.

Deepali

Dear Rajat,
Really the artical is excellent.
thanks a lot for providing a different route of thinking....

regards,
Gairma Rana

Dear Colleagues/Sridhar,

What I mean by industry based survey is that given an industry such as Telecoms/I T there is propensity for easy migration/turnover of employees simply because they are in high demand, the technolgy is there for them to manipulate-web, they are given more career leeway-eg flexible work hours. When you do an inquistion and you find out that more people leave their jobs in a particular industry there is little you can do about it.

Another example is the manufacturing industry...where people work shift and at times long hours, there is more tendency for people to have short working history in such environment especsially if they are just factory hands and do a lot of labourious tasks.

In going about this survey you could network with Practitioners from different industries and let them share their experiences with you.
For instance I have worked in 3 different industries (public servcie, telecoms & now manufacturing) and certainly manufacturing seems to have the largest labour turnover followed by telecoms/IT.

I would still advice that you do your own independent survey as busines environments are different.

Thanks.

I agree with you, Rajat! I too believe that retention should be the direct responsibility of individual managers/leads. HR should provide inputs and ideas, but the implementation of this relies on the manager. As they say in most cases the reason for leaving is a Bad Manager.

But then, how do you motivate/coax/convince managers to change.

In my company, most of them do not even believe they need to change their ways. We recently made them attend a Leadership cum Team Building workshop! Don't think it helped cause they still believe the problem and lack of motivation is internal to the team and is not a result of how the Leads function!!

ANy suggestions on how to convince these guys that we need to change our ways to be able to motivate and retain our employees?!?

regards
HRprof

Dear Garima and Fellow HR Professionals,

I would like to put forth a practice which we have started in our
organisation to curb retention problem which is as mentioned below :

Whenvever we get a resignation letter befor approving the same, we discuss the same with the HOD/s and try to find the reasons for the same . If the reasons for resignation are management policies/attitude/leadership related , we try to discuss the same with the HOD and find a concrete solution to it.

The same is communicated to the resigned employee thru discussion and the resigned employee is given a n ASSURANCE that the problem will be sorted at our end.

For reasons which are very of personal nature, we have no options but to approve the resignation.

We have suceeded in our mission 2 retain employees atleast upto 60-70%.


Hope frends you can try this out in your organisation.

Regards,

SACHIN

Dear Garima,

I think you are the only one who has asked this question but most of us have this question in our mind.............I can share with you from my recent experience...........we did a focus group with existing tenures people and got to know why they are staying with us ...it was quite an eye opener.....now we just need to focus on that...i think some common sense does work !! try it out !!

Kindly check these two papers...might be of some help to you:

1) Retention Strategies in ITES-BPO Industry
http://www.bpoindia.org/research/ret...industry.shtml

2) Employee Retention Process and Your Marriage...
http://www.bpoindia.org/research/emp...-process.shtml

Regards
Sanjeev Sharma

Dear Garima,

As others explained its very difficult to block a particular employee in a company for a long time, and there are ways to make them retain.

--- To offer them onsight opportunity
--- Salary Benefits
--- Designation hike
--- Promotional activities, etc

For further quaries you can contact to my mobile: 9985555125

Dear Rajat,i quiet agree with your sentiments that Hr should not be worrying about retention.In fact it is the responsibility of the entire management through the prevailing organizational culture. However do you really thing we need managers in organizations? Please note i am deliberately using this word organization so that it includes business as well other units.I personally feel that with the aspirations of the employee rising we need Leaders and not managers,persons who are able to motivate and inspire employees towards excellence besides providing them reasons other than financial for staying on with the organization.The management as a whole has to realize its importance in promoting employee retention.----------jaideep