Retention - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
+1 Other

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Dear Seniors,

I am working in small firm (15 employee's) but here retention rate is very low. every now and then people left this organisation. (in last 2 months 6 employees) I recently join this organisation and I really wonder the rate of people leaving organisation and want to reduce this as much as I can. but with my small duration here I felt that the management is very conservative. I had a communication with employee's and found their few problems such as

1) there is no flexi duty hrs. if they have any emergency or any personal problem management stuck to their 10-6 timings which makes them feel fed up. They are ready to complete their duty hrs in such situations but require some flexibility of in/out time in such urgent situation.

2) they don't get tea refreshment facility from management and they have to spend on tea in duty hrs.

3) They require training by trainer but management provide training through website videos.

4) they don't get Diwali mithai too.

5) they get leave paid at the end of the year.

6) apart from privilege leave of 21 days (which they get once at the end of the year) they only get 4 choice holidays and 4 compulsory holidays (like 1st may, 26 jan, 15 aust, 2nd oct) which they feel not enough.

This was a general friendly talk but as I am new here I don't know many more facts / real facts which would be still behind the bar.

How should I find out the unhappiness and reason of low retention rate in my organisation. how my employee's will be open up and tell the real fact behind this? what should I do to fee them our place to be the best place to work. How can I encourage them to feel to contribute in firms growth.

AND MORE than that how to convince the management about the changes required?



Dear Mr AP Sawant,

First and foremost, why you have not written your first name? Gone are the days where we were writing the surname. Since you have written your surname, I was forced to add "Mr" before that.

It is good to note that you after joining you have done analysis of staff exit. Subject of staff attrition comes up for discussion time and again. Anyway, you may refer my following post or reply of past post:

<link outdated-removed>

Early Warning System' to control attrition

What you need to do is to calculate the cost of attrition as well. Put it up to your management the estimated losses caused due to staff attrition. If they accept the truth then well and good otherwise just reconcile with them. Secondly, in your analysis you have not written anything about wrong recruitment. Are you recruiting misfits for the job? Thirdly, stinginess is one of the reasons for staff exit. However, this may not be the only reason.


Dinesh V Divekar

As a first step, you should investigate the reasons of attrition. Then take corrective measures to tackle the issue, based on ESS report. Get ESS done. Anand +919810261611
Dear Anand,
You have suggested two solutions, one is to study the attrition and another is to conduct Employee Satisfaction Survey (ESS). However, conducting ESS is not child's play. To conduct ESS, organisation needs to be mature, staffs need to be mature. To read my views on ESS, you may click the following link:
<link outdated-removed> #post885940
Dinesh V Divekar
As a first step, you should investigate the reasons of attrition. Then take corrective measures to tackle the issue, based on ESS report. Get ESS done. Anand +919810261611

Dear Mr. Dinesh
ESS has got to be done after convincing the participating employees that it shall be totally confidential and they would be required to tick their responses to the statements without disclosing their identity. If maturity level is less, each statement should be explained to them in groups of 5/6, before they tick the desired answer. there is no reason that it shall not give you the reasons. Anand

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