First thing HR should do is to have alternate Star employees.
Do not let anyone become so indispensable that company work suffers.
Training needs should be identified,potential employees earmarked for such courses.
Organisation should be bigger than any individual.
Negotiating with an employee who wants to exit may not be too good an idea.

From India, Pune

Useful tips from Hrtraining 360.True, the endeavor of any organisation shall be to retain it's star performers as far as possible and not to loose them to it's competitors particularly when he is in the core business like marketing since it may not only loose a business edge in the competitive market because of the disruption in the work in progress but may also incur substantial cost of acquiring talent as his replacement from the talent scarce employment market.However it is always advisable to have a succession planning in place to tide over such sudden crisis, in the event the organisation is not able to retain him.
HR & Labour Law Consultant

From India, Mumbai

Exit of a precious employee/top man creates a different type of problem als,which HR must keep in mind.
This link gives the contours of problem:When hiring sucks out rival co's soul - The Times of India
If the oft-repeated "employees are the soul of a company" holds true, this is what "sucking the soul out of the company" may mean: firms looking to set up a new arm or boost their existing ones are swooping in on entire teams from rival firms.
Lifting out a high-performing team or acquiring a group of key executives, as it is termed, is gaining traction as a strategy in India.
My view:
personal loyalties sometimes rule stronger than loyalty to company.
These are challenges for HR.

From India, Pune
jafar rais

good, its a PRECIOUS knowledge if pecious one has gone. these tips are really helpful for an H.R manager.
From India, Moradabad

True, talent retention is a huge challenge to HR now. With the changing character of work force in knowledge economy dominated by millennials who do not like to stick to one company for a long time in their relentless pursuit of fast growth and material comforts in contrast to employees in industrial economies, the the term 'loyalty' is loosing its meaning.However that ' employees are the soul' of a company holds more true now looking to the war for talent among corporates and the extent, they go to woo them. There is no point for employers to look for loyalty but understand reality and try retaining talent.

From India, Mumbai

Talent retention is always a big challenge for all companies.
One way is to ensure that your company remains competitive and sought after in the market.
It should be something like Google,people stand in line to get employment in Google.
Human spirit is indomitable and will always look for greater heights.
A well organised company will always have plans to build up standbys and stand ins for the best employees.
It all depends on foresightedness of HR to do proper planning,training and monitoring of employees,attrition rates,reasons for leaving and have a succession plan for critical posts.

From India, Pune

Making an employee feel valuable is a core job of an HR of a company as well as the management. If an employee feels neglected and he or she doesn't feel appreciated for the efforts he or she has been making, he or she may lose the respect for the organization and quit the job.

In order to avoid such a situation, the HR of a company and the management should remember these 7 golden things that will make every employee happy with the organization.
  1. Value their personal lives: Every boss, manager and HR person should remember than an employee does have a personal life. They should always know about the basics of the personal life of the employee like the names of the children of the employee or his parents' health issues. But they should not interfere in the personal problems of an employee. Also, an employee should be given support if the employee personal life is going through a strain.
  2. Value their personal space: The management and HR people should always give a lot of space to an employee to do his or her job. You should never micro manage an employee and ask about his or her work progress after a few minutes. This will make employees feel suffocated and they will not be able to suppress their irritation for long.
  3. Value their efforts: This is perhaps the most important point. The management should never overlook the on the extra job efforts put in by the employee with regard to the job. The nature of the efforts may be different than the day to day duties like making a presentation in 15 minutes or heading a meeting without much preparation. If an employee does anything that's not in his or her job description, do remember to pat his or her back for the extra effort.
  4. Value their initiatives: If an employee is eager to learn new things or take initiatives in a new project, it's worthy of a simple email appreciating the initiative or an appreciation talk in front of his or her colleagues. This will motivate the employee to excel in the new work he or she has taken up and the efforts put in the work would be more than usual.
  5. Value their punctuality: An employee who values time should always be appreciated. There are only a few people in India who reach office at 9.55 AM instead of 10.00 because they value time. Most people will always be reaching at 10.15 if the time is 10.00 AM because Indian attitude on being late is very laid back. So if you have a single or a bunch of employees who value time, you should appreciate them by giving a small gift for their punctuality. This will also motivate other employees to be on time too.
  6. Value their questions: As an HR or the management person, you should also know that any employee who asks a lot of relevant questions is great. It means that he or she is eager to do the job in a perfect manner and wants to avoid making mistakes at all cost. You should take some time to answer all the queries in an ideal manner so that the employee can contribute his or her best. If you make the mistake of simply brushing off the questions asked by the employee, the employee may be tempted to not perform perfectly.
  7. Value their trust: There are only a few employees who trust the management, HR or their managers to take care of them. If an employee trusts you implicitly then you should be smart enough to value their trust. You should not do anything that will put a crack in the trust like saying something and doing something else or blaming an employee for a mistake that was done by you. Always remember, once the trust is broken, the employee would never trust you again completely.

We hope that you have liked the suggestions made by us and they will help you to make your employees feel valuable. If you have any suggestions to add then please mention them below.

Thanks & Regards,

Arbind Gaba


From India, Mumbai
Fr.Xavier T.C

8. Share with the employees the achievements of the company by appreciating their role in the achievement.
9. Be the first to come forward with a helping hand in adversities of the employee.
10. Value each employee's personal dignity in correcting, guiding and even imposing penalties. Do them without much of publicity and insult.

From India, Chandigarh

Arbind, there is little doubt about all the 7 tips being so valuable to make employees happy.It is nice that Fr.Xavier made three more value additions. .The important pivot in this system of values is the boss.He should be one who shall believe in ethics and values.But I must say that even if these values are absent, employees will still be happy.They will be happy to leave the organisation.
HR & Labour Law Consultant

From India, Mumbai

I want to add one more tip:
11. Clarify what your enterprise stands for
Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company’s core values.
More details about how to create a happy corporate culture for your employees, you can read more at

From Vietnam, Hanoi

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