suman84
11

Hi Friends,

People are going to switch everyday. In today’s scenario, Attrition is one of the major problems that IT & Non-IT Sector is facing. These days Market is open for everyone. HR is the key person between management and employees.

How HR people can control attrition rate?

  • HR can do one to one session and discuss lot of things with employees.
  • Like salary hike (But if we will increase hike to particular employee then rest of the employees will also demand)
  • Motivation (Should we send appreciation mail to employees?)

Friends please give your valuable suggestions and contribute your new ideas for controlling attrition.
Thanks
Suman Kataria

From India, Gurgaon
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Sarojdeka
Hr-professional
Suman84
Hr Profession
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Rachgera
Recruitment
Gawalipankaj
Officer Personnel & Admin
Sumantkhare
Leadership & Team Building Training
+3 Others

rupamdeka2005
Dear Suman,
You have already mentioned the methods to control attrition rate.
Time to time discussion is definitely a good option to reduce attrition.
Periodic Salary increment should be implemented on the basis of performace. Desired

From India, Delhi
rupamdeka2005
we should always try to keep the talented employees within org for long time, so increment should be given to them time to time which should be confidential. Regards, Rupam
From India, Delhi
gawalipankaj
4

Dear suman,
Only increment will not reduce the attrition rate. because in my 8 year carrier, i saw people mainly quit due to insulting treatment form their boss or any subordinate or any harassment or company politics.
only 10% people goes for salary.

From India, Mumbai
santosh.gaikwad123
Hello Suman,
I go through the pankaj statment. If the organisation not give salary increment as per employee level,none of the manager to motivate or not promoting the 5 to 8 year's old year definetly they will change the job for upper designation & good salary.
Regard's
Santosh

From India
bhandhavi.r
69

Dear,
As HR we cannot always entice employees with Huge Perks and Compensation, but yes it cant be ignored. A low paid employee cant be motivated with any kind of alternative. He will definetely look for another job where he could get Pay and Satisfaction both, as there are lot of players in Market.
Remembering the Maslows Hierarchy, once the employee achieves the lower thing to a satisfactory extent, then he will look for the next level.
So here is 1st Comes the compensation, next the job satisfaction, next the growth perspective. If an employee recieves a comparable Pay to the market then he can be motivated.
Motivation is not hyptozing. We should offer something to entice. It can be Growth, Pay or Job satisfaction. This depends on Situation. Now here comes the HR capability to understand the mode and which weapon to be used at what time.
There is not Thumb rule for Smart work and success

From India, Hyderabad
sumantkhare
3

Hello Suman,

One initiative which can have a major impact is ' Employee Engagement ' which in essence,would be a combination of many small initiatives.

These are seemingly small but simple & effective initiatives that can mitigate the challenge of attrition. Some of them are :
- 'Town Hall' sessions
- In - house magazines
- Employee opinion & satisfaction surveys
- Intra - organizational communications
- Reward & recognition schemes
- Involvement in CSR activities
- Some events where employees families are also involved eg, organize a ' bonny baby' contest, a painting competition for slightly older children, a grooming session for the spouses, ' spell bee' for kids, a cooking demo for spouses etc.
- Inter function sports competitions -cricket, baseball, carrom, TT etc
- 'Spell bee' , 'sudoku', crossword competitions for employees.

Basic principle - keep the engagement methodology simple and cost effective.

Trust you'd find these inputs useful.

Warm Regards,

Lt Col (Retd) Sumant Khare

Nvision Leaerning and Development
Gateway to Experiential Learning

Gurgaon, India

NVision | Learning and Development
M : 9650052490
T : 0124-4206665

From India, New Delhi
dargarh
Hi Suman,

Please go through the below answers as per my point of view-
  • HR can do one to one session and discuss lot of things with employees.
HR should conduct time to time session based on employee's requirment means in wich area they are lacking. Session should be short and full of practical examples( day to day) examples.HR should understand that every employee is a asset for the Company and try to realise them their own value.
  • Like salary hike (But if we will increase hike to particular employee then rest of the employees will also demand).
It is very important way of motivation based on Performance appraisal programm . please carefully go through PAP, HR duty is not only to do salary hike but also understand to them why are they getting hike or no hike. Employees who are not getting hike then please try to realise them the core reason for that and to find out the gap for that level.

Now a days employees need is not only financial, imotional need as well like personal growth, recognition. appreciation,
  • Motivation (Should we send appreciation mail to employees?)
Yes, you should send motivational mails daily in the morning. It really works. please try it.

Last but not least "BE SINCERE IN YOUR COMMUNICATION."

Thanks

From India, Delhi
raghashilpa
Hello every one good morning.Attrition in any organization is due to the following
*LACK OF PERSONAL GROWTH
*LACK OF PROFESSIONAL GROWTH
*LACK OF CAREER SUCCESSION
*LACK OF MOTIVATION
*IMPROPER VALUES IN ORGANIZATION
*ORGANIZATION CULTURE
*ORGANIZATION CLIMATE
*FIRM POLICIES etc,.
so if hr people maintain the above things optimally we can stop the attrition rate.hope you bare cleared.bye.

From India, Hyderabad
lkumar1956
Dear Suman
Here are few procedural methods given to control attrition rate and to retain talents:
A) Job Related: career planning workshops( for employees and their children too) succession planning, job enrichment,continuous education initiatives to workers/employees, regular increments to employees after evaluation of performance appraisal, conducting religious functions *(poojas etc.) gradation for each designation, open appraisal system, delegation of power, reward schemes, identifying the star performer, fringe benefits as per grades, confidence building
b) Welfare Measures: Annual meet by all employees and family members, picnic, medical care, superannuation scheme, uniforms, canteen recreation club, magazines and news papers, social initiatives, sports, family counselling, cultural events etc.
Regards
LK

From India, Madras

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