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Hello Everyone,
I am working in a small organization which start an year back. But now I am facing a problem regarding retention of an employees. As there is no interaction section between employee and Senior Management.
So kindly suggest some retention activities or employee engagement activities which help in sustaining an employee in the organisation.
I will be really grateful.

From India, New Delhi
Hi Divisha,

At KOOH Sports, we offer an array of tailor made games which are inspired from German Telematches and UK's- It's a Knockout. It's a Knockout, a British comedy game show broadcasted on BBC between 1960 – 1990 featured teams representing a town or city competing tasks in absurd games, generally dressed in large foam rubber suits. Games are played against the clock, or as a race. KOOH Sports has tied up with Off-limits Corporate Events Ltd, which entitles the company with the exclusive license to run these (It’s a Knockout- format) games in India.

These games offers a unique platform for corporates to engage their clients, employees and partners. The event can also act as an activation tool during product and brand launches. The fun and thrill element of these games attracts mass participation and offers a good recall value owing to its unique/fun approach.

KOOH Sports offers “a fresh platform for Team Building, Employee engagement , and Corporate networking via sports and fun activity. KOOH games can add incredible significance in terms of team ability and managerial strength, along with the other explicit behavioral progress”, as quoted by one of our clients.

Some of the renowned companies we have catered to are names like- TCS, Glenmark, Edelweiss, HDFC, Wockhardt, Colgate, IFL, EXL, Ernst & Young, Kotak, Tranquill World, Mahindra & Mahindra, HP, DHL, Birla Sun Life Insurance and many more.

I have also attached a deck which will give you complete outline of all our games.

Please do let me know who we could speak with in your organization to take this further.


Chandrakant H Sidhpura

Sales-Event Concepts| +91 8898010160

From India, Mumbai
Seems you have issues with level bonding.
1.It can be handled using employee R & R technique.
find our possibilities to reward team member on his achievements.
frame an engagement activity calendar, announce among employees. follow calender properly.
2. Lack of leadership qualities with in senior management may result in such de-bond.
Its better organize leadership development programme once in a quarter.
This would do the best ....

From India, Tiruppur
Dear Divisha,

A key aspect of start-ups is the degree of control exercised by the promoters, they wear many hats and are quite deeply involved in the business end of running the company, they may consequently loose touch with the other members of the organization. By delegating a part of their responsibilities, the general understanding is that the management layer below would take care of mundane issues such as a retention, etc. But that is not the case.

It is here that the HR team can play a very important role, some of the things you could explore are:

1. Run a periodic town-hall for the various teams where by the local leadership interacts with the teams - to create a connect

2. Encourage skip-level meetings between team members and their manager's manager (2nd level of leadership) - generate ideas, unblock bottlenecks, etc.

3. Work with the mid-level managers and their bosses to establish a coaching / mentoring process to address performance and general issues of individuals on a regular basis. - Align individual aspirations / fears to that of the team and the organization.

In addition to the above an effort to communicate the passion and drive of the leadership to the teams would go a long way in creating an inclusive work culture.



From India, Hyderabad
The best you can hope to do is to mitigate the damage by counseling employees to relieve their stress and frustration. The only way to stop convincing people to leave is to change how senior leaders treat them. I am willing to try to convince your senior leaders they should change and provide to them why it is in their best interest to change and the simple actions they can take to stop the outflow of people. I had to do this myself, so I know all the mistakes and how to correct them.
Best regards, Ben Simonton
Leadership is a science

From United States, Tampa
Thanks a lot for your response..
One more qurey regarding Employee Engagement, I hope you can highlight on this as well.
If someone wants to make a career in Employee Engagement than what is the scope of it.
What salary package one can expect?
Which companies hired a person only for Employee Engagement?

From India, New Delhi
Dear T & R,
What are some of the leadership development programmes you are talking about? If anybody elsewhere know about these programmes, Kindly let me know specific issues in this direction.
Expecting replies very soon.

From Ghana
Hi Divisha,
You may also ask your management to conduct an annual lunch or dinner where the senior management can interact with the staff and employees. Additionally you may also conduct events where inter department people form teams and participate.
trust this helps.

From India, Madras
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