ALso required to focuse on Health so, Yog programme for all employees---If employee who's spouse is working other place, can join lunch at one the same place or any of org. so that during day time both husband and wife can see eachother and feel safe in personal relation, No Married disputes as we see extra marritale afrais,since years.----
From India, Ahmadabad
The article is very informative but all it does is shed light on problems which are very evident and solutions which are already applied.

We need to think beyond this.

From India, Pune
Well i think today attrition rate is high because of more job opportunities,stress,unsatisfactory working conditions,people looking out for more challenging jobs,better package offcouse............
To retain the employees and stop the attrition rate and cut cost.........what i feel personally is companies should conduct some yoga & meditation classes, sports activites,should take their employees out for adventurous activites like river rafting & para gliding........these activites helps in reducing the strees level.
and the most important thing is that they should hire the right candidate for right job and according to his/her potential and which should match his/her personality.

Hi Friend,
No Person Works Without Motivation,unless N Untill 1 Gets Motivated Towards Something He/she Never Thinks Anout I Right?
If Yes, U Got The Solution.put A Fire Of Motivation In Ur Employees, They Will Perform Something That It Cannot Be Measured On Ur Performance Scale.insteadof Giving 3 Days Off,give 2 But According To Their Convinence,make Flrxible But Mandatory Office Timtngs,make A Policy Which Is Acceptable By Everyone,inform All "best Will Be Rewarded And Least Will Be Reprimanded",but Just Professionally Not Personally.and Its Upto 1 Who Wishes To Give Monetary Benefits.but I Think Words Are More Powerful Than Money.dont Hurt,better Never Wake Up Anybodys ego this Harms The Environment As Well As Work.all Is 1 That Starts With Emp And Ends With Human Asset.bye.waiting For Reply.

From India, Pune

Hi Ajitha,
Encourage higher learning, create oppurtunites for your key performers to learn and grow.
Provide educational leaves/ flexi work hours during their exams..
recognise outstanding achievements, commend small contributions...
make it a fun place..celebrate birthdays, arrange surprise lunch buffets..sports days....etc etc

From India, Hyderabad
Hi Friends,
Here are few additions:

Ways to Retain Generation X’ers

1. Let them know that you are committed to helping them achieve their goals within the context of the company’s goals. Don’t mention climbing the corporate ladder or paying their dues. Too many X’ers have seen their parents lose their jobs after years of ladder climbing and dues-paying.

Let them know that you will provide as much training as possible to help them develop new skills while they are there. Allow them some input into what training they will receive.

Tell them you will challenge their creativity, and then keep your promise by giving them a challenging assignment or problem to solve.

Provide opportunities for them to work in spirited team situations, but with opportunities for individual achievement and recognition.

Make the work environment fun and informal. Introduce them to others and encourage the development of workplace friendships.

Allow them to experience a daily sense of tangible achievement.

Give them opportunities to reinvent themselves within the organization by learning new skills, moving cross-functionally, redesigning their jobs, reporting to a different mentor, working different hours, or working from a new location.

Open a dialogue with them on their first day about how you want to keep them and how you are willing to work with them to make that happen.

Look for opportunities to engage them in short-term, goal-oriented projects.

When X’ers says they want to leave, give them the option of continuing to contribute as a part-timer, flex-timer, telecommuter, periodic temp or consultant.

Like in the war conditions, we HR professionals must have a red book on key staff as how to retain and motivate them to stay on with the organization. One must maintain the file on their growth and achievements and also the possible growth options and assignments within the organization. Here one must be aware of the possible poaching by rival companies and therefore one must be attuned to the market movements.

Remember the maxim – that the key relationship in retention is the relationship between the employee and his/her Manager. Get it right and acceptable retention is assured. Get it wrong and everything else would count for nought.

There are varied reasons for the same and the major reasons for attrition rate are(based on author’s sample study):-

∑ Money - 10%
∑ Night shifts - 35%
∑ Monotonous/boring job – 30%
∑ Others - 25%

If you differ in this percentage please specify so that we can find out reasons and solution for the same.....

From India, Madras
HI friends,
I also think team outing can be arranged after one to four week the couple of new joinees join, this will create a team bonding and helps communication between the new joinees and others. The experienced and new joinees tend to know each other better and this eradicates conflict in the work place to some extent.

From India, Madras
I feel that one has to deal with this on a case to case basis and see what the root cause of dissatisfaction is. Marcus Buckingham's book Put your strengths to work is all about how to make the work more interesting and fulfilling from an individual's perspective. It also says that the percentage of people who may be extreme cases have to leave their jobs is as 31% which is quite signficant. The most important thing to my mind is fulfillment at work- wplAbout Make your passion your profession Make your passion your profession(Work prisoners and students)
From India, New Delhi
Hi all,
Really i appreciate the views and suggestions put forward by Deepak and Ranganathan. I do appreciate the participation of all in this discussion as it is an important issue that has to be attended immediately.
Over all, one important aspect is that the hierarchy of needs always play an important role for the mobility of human beings. The physical needs is the lowest strata of motivation ladder,hence it cannot be the motivator for all times.
The participatory approach of Management and appreciation of individual effort always keep employees to be with the organisation.
Now-a-days, material needs along with emotional needs to answered by the organisation to keep the attrition rate at a lower level.
In nutshell, career graph with varied skill exposure and understanding of human behaviour are two key factors to retain employees in any organisation.

From India, Hyderabad
HI Deepak
Your post is really really good usual...
You seem to really well versed with latest trends..
What is the source of all your knowledge..
But in anycase i really value your personal point of views...
Shelly Rekhi

From India, Chandigarh

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