Employee Retention Strategy - Problem Solving - CiteHR
Archnahr
Consultant, Writer And Trainer
Cite Contribution
Community Manager
Padmashrijoglekar
Hr-generalist
+1 Other

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Hi,
Please share your thoughts on it, i am coming across few situations where the one employee who has not got expected hike has problem on another after the appraisal and both the employees are the best competitor in the team, both are critical resources, how can we convince on each another to have adjusted with the respective hike given to them.

Hi, I just joined the group. I am not fully conversant with procedures followed on appraisal system in u r industry, but i am sure u would be having some defined criteria of task and achievement. If that's there, then may be u need to counsel the deprived the reasons and motivate to meet the defined task may be quicker/efficiently. By the way I am from Defence Services back ground. I might take some time to know the new environment.
Dear Padamshree,
Please consider my suggestions:
  • Plan for deferred benefits, such as loyalty bonus and superannuation, which will be released over a time duration
  • If they are senior employee you can offer them benefits such as Profit Sharing and ESOP/ESPP.
  • Create a career plan for them which includes not just the roles they wanted to manage, but certain training program relevant to their work profile. Suppose they wanted to go for an MBA or M-tech, tie up with MBA colleges and offer them such programs while working with your firm. This will ensure a long term stability for them.
  • If you have residence policy, offer them home rents to be encashed as tax-free from their HRA. The deposit money can be offered by the company to be returned only on completion of a fixed duration.
Do you know which firm are they joining? If you can figure that out, you will be able to find a fitting retention strategy for them.
Regards,
(Cite Contribution)

Hi Padamshree,
There have been certain criteria and parameters on which we decide the percentage increase in salary, if any one of the guy is not satisfied, you can show validate the hike with specific details.
Hope the KRAs for each job has been defined? if yes then the query is solved here itself.
The competition is good till the time it is healthy, once they start comparison it might create more problems in future, so it is best to resolve the differences with proper counseling and discussing their appraisals and hike in detail.
I think if they have a common boss, you can seek his help to resolve this...
Another thing can be done by involving them more to make them loyal towards company...engage them in their work in a manner that it would not give them sufficient time to compare and compete unhealthily.
hope it will work....
Regards,
Archna

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