>I am currently working as Team Leader and handling 70 guys of work group in MNC Company.<
That seem like too many guys for one team leader.
>Today my work group attrition/absenteeism is to high.<
>I don't know the exact reason behind it may be salary structure....<
Do you ask each team member why they were absent?
>I need some help on same.<
All team leaders should be so honest.
>I want to know how i can formulate it?<
The secret is a four letter word That All Leaders Know...TALK
>What are the things i should take into consideration?<
You need to talk to each team member and each team member needs to know what is expected of them and why.
Bob Gately, PE, MBA
From United States, Chelsea
I am doing my research study in this crucial area of HR in BPO tackling issues of attrition, training, retention etc.
If you guys who are involved in this industry help me to study deeper i assure you my study will come out with industry specific solutions..
So if you consent to coperate do let me know..
From India, Vadodara
From India, Madras
Am sure you would be aware about COPC, you may also implement the good practices outlined below
coming late/ leaving early upto 4 hours is not an issue
Only unscheduled leaves affect production
The immediate supervisor/ manager shall visit the employee at his home in case of prolonged leave/ absence.
more than 3 unsched offs in a quarter and it becomes a barrier to incentives.
finally COPC is not a cure for lack of employee satisfaction/ organisation weeknesses. Therefore at the onset and on a regular basis follow BOB's advice of communicating with your employees
From India, Delhi
From India, Ahmadabad
From United Kingdom
I am currently working as Team Leader and handling 70 guys of work group in MNC Company. Today my work group attrition/absenteeism is to high. I don\'t know the exact reason behind it may be salary structure...... I need some help on same. I want to know how i can formulate it? What are the things i should take into consideration?
Awaiting for your reply :?:
From India, Pune
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