Durga2
Hr Executive

Hey friends,
My COO wants me to draw a plan for retention of employees. recently some employees have left the organization after getting the training. they paid the bond amount and left the organization. some more are planning to leave. now co. has got huge projects but no one to do. plz help its the matter of my job friends. i am not much experienced has got only 10 months experience. plz help me in drawing strategy of how to retain employees.
he says if the employees take training & pay the bond money what can we do? nothing. but still org faces loss coz of upcoming project for which no one is there.
plz help me seniors..
Regards,
Durga

From India, Delhi
Hi Durga,

This is a really complex problem and can not overcome easily. Basically it is stemming from short supply of technical personnel in IT industry. We can however make it manageable by putting some efforts.

Here are some queries and the answers thereof may assist you to find a way out.

1. What were the reasons for them to leave?
2. Was it only salary issue or anything else?
3. Was it like a mass resignation? I mean did they intentionally put resignation together to pressurize the management? Or it was a co-incident that their resignation came together?
4. What is the bond amount?
5. What is the duration of bond? Is it reasonable?
6. Were they trained people or they had joined as fresher and gain experience from your organization? You can consider higher amount of bond
in case of freshers, because in all such cases your organization spends valuable resource to attend their queries until they become self-sufficient. So higher the bond amount lesser are the chances of breaching the agreement.
7. Do you have any succession management system in your organization? If not, you need to have one.
8. Do you think the outgoing employees had breached the understanding with the organization? If yes, you must not hesitate to mention it in their certification so that their tendency to breaching the understanding could be noticed by the recruiting HR person.

I know many more points could be added here, but in spite of adding more points you must know that nothing is full proof. Because after all most important point depends on the URGENCY and CRITICALITY of recruiting organization. If the recruiting organization is passing through some critical circumstances they will be ready to give hefty rise in salary and fulfill their requirement. Whereas the organization from where people leaving can not destroy their salary structure for one or two employee.

Try to build and maintain a redundancy for all key position and try that system does not become a single person dependent.

Good luck!!!

From India, Rajkot
thanx pankaj,

1.he is leaving coz he had salary issue....he used to incite others against the co. so the COO scolded him in front of all employees. now he is leaving the organization coz he has got very good offer from a big co. & god package. he had signed two bonds, one bond is going to be expired next month & for another bond he is ready to pay the cost. but there are huge pojects ahead but no body knows abt that project accept him coz he was give training for that. co. would be at huge loss. recently two pre-sales ppl left the organization. one made excuse of her personal matter & other got good pakg. so he moved.

2. ya salary was the main issue. but one who has recently left the co. his reason was co. was not giving him opportunity. now there ae so many employees who say we would leave coz of low salary.
3.it was co-incident. but others have got influenced & trying in other co. for better package.
4. bond amt in case of employee who is going to leave is 60000+60000. 1 bond is going to be expired so he is liable to pay only 60000. but the project he was supposed to do is of 30 lacs.
5- duration of bond- 1year
6-no they were not trained but fresher.
7-in our co. its not possible coz its a very small or. of 40 ppl. so for higher profile we just hire experienced one
8-yes

From India, Delhi
Durga,
I am not sure how far my suggestions and thoughts would be helpful to you but I think I should share them with you, may be some of them could help: :=)
1.he is leaving coz he had salary issue....he used to incite others against the co. so the COO scolded him in front of all employees.

Response:
Learning is for everyone including the top management. Age old system of scolding and insulting our team member will now not work. If your COO had remembered the cost of 30 lacs rupees before making a public scolding of that employee the situation might have been different OR at least you would have some doors for negotiations opened. I personally in today's time of globalization scolding will not work, even in private cabin scolding must be avoided. The organization must have strong Quality System to take care of every errors (whether technical, behavioral or otherwise), and team members must know if he does something he will loose something. So the need to scolding will subside. Each team member must be respected.

1.1 now he is leaving the organization coz he has got very good offer from a big co. & god package. he had signed two bonds, one bond is going to be expired next month & for another bond he is ready to pay the cost. but there are huge pojects ahead but no body knows abt that project accept him coz he was give training for that. co. would be at huge loss.

Response:
You have two options with you: (1) looking to the cost and criticality of the project you should take a diplomatic stand and open a discussion with him and should try to convince him that your management would give you increment in two phases and gradually your salary will be matched with the new offer over the period of next six months of so. (Needless to say this should be done with the approval from your COO). (2) Or let him go and find out some suitable replacement for him with the help of placement consultant.

IMPACT of this Action:
The immediate reaction to this step would be that all other employees would also start expecting a rise or some other consideration. And this would be a REAL issue. Moreover, that guy will start boasting himself amongst the other employees that he has defeated the management.

Possible Solution to this Issue:
In order to justify the salary rise that you have given to him you must promote him to with some Senior label. I am sure you can do it because his 12 months are about to complete next month and it is the time of his appraisal. Moreover, as you have said he is the only person who knows about your ensuing project so every other person can not expect the same as you will be offering to him.

Temporarily, this will certainly be like a set back for the management, but we should not be driven by sentimental decisions while running a company. We must be able to take realistic and diplomatic decision - no matter what they look like to other people. Once you are able to retain him, you should create a second line of him and start meeting those people who are having some potential. I don't think he is the only person capable to handle that project, he is able to do it more efficiently because he is trained to do so. Find out other potential guys and if required promote them also and include them in his team.

(2) Another option is let him go and find out some experienced guy in the same field with higher salary. I don't think paying higher salary will not help you to find suitable substitute to him. May be you will have more efficient person. My experience in such situation has always been pleasant. Whenever people tried to pressurized our organization we let them go and often we had better replacement. May be your situation is different. If required take assistance of some experienced consultant, things should be alright.

1.2 recently two pre-sales ppl left the organization. one made excuse of her personal matter & other got good pakg. so he moved.

Response:
Ensure that everything is alright at Policy Level. I believe treatment to team members by your top management requires immediate attention and the salary structure too. I am not 100% sure but you would like give attention to these area.

2. ya salary was the main issue. but one who has recently left the co. his reason was co. was not giving him opportunity. now there ae so many employees who say we would leave coz of low salary.

Response:
What hierarchy do you have amongst your 40 team members? Do you have leadership layers? Pay attention to this, it is very important. Forget about who has left but put efforts to retain who are still with you. Your role is quite crucial, you have to win their confidence by making them feel that you are their well wisher. I am not prompting you to make some Drama but you should be genuien in what you tell them. You need to consider and address their real issue. If needed you should also insist with management for certain issues.

3.it was co-incident. but others have got influenced & trying in other co. for better package.

Response:
True, such incident always affect the morale of the team and that is the reason why the top management must interact with the team members respectfully. You know, giving respect someone does not mean surrendering to them or doing what they demand.

4. bond amt in case of employee who is going to leave is 60000+60000. 1 bond is going to be expired so he is liable to pay only 60000. but the project he was supposed to do is of 30 lacs.

Response: I think it is okay.

5- duration of bond- 1year

Response:
The period of 1 year is okay, but looking to the importance of the role of the candidate you MUST hold a meeting at the end of 10th month to know his future planning. You should not wait for 12 months to complete and then hold a meeting. So that you have enough time to find proper replacement, in case if he is not willing to say beyond his bond limit.

6-no they were not trained but fresher.
Response:
Okay, but the amount that you have kept is alright. I thought it would have been something like 20k or so. In this case we can increase the amount and provide justification about our training expenses that we incurred on them. In your case it is okay.

7-in our co. its not possible coz its a very small or. of 40 ppl. so for higher profile we just hire experienced one

Reponse:
Okay, but never allow your system to be dependent on a single person. You must make sure that minimum two people are put on a single project.

These are my personal views on your issue, keep those which you find helpful. All the best.

From India, Rajkot
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