Dinesh Divekar
Business Mentor, Consultant And Trainer
Partner - Risk Management
Insolvency N Gst Professional
Recruitment/talent Acquisition, Career Counselling
India's 1st Strategic Strengths Coach, Corporate
+1 Other

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Hello Seniors, My name is Valentine and I am a HR Manager of a New Media Firm. My company has had a lot of exits within the year and it has caused a bit of concern for me. I have been advised by my MD to see how we can foster loyalty in the workplace and not concentrate on retention.
My question is how can we achieve this in both ways (Loyalty from the company and employees) and how can we align the objectives of the company and individual's personal objectives.
I would really appreciate if anyone could help me out as this is a big concern for me. Thank you.

From Vietnam, Ho Chi Minh City
Dear Valentine,

If the retention period of the employees is of small duration then how will you foster loyalty amongst the staff members? Once the newcomer joins, he/she takes time to settle. Therefore, building loyalty is time taking process. Secondly, what you mean by "loyalty"? Dictionary meaning of loyalty is the act of binding yourself (intellectually or emotionally) to a course of action. How staff members will bind themselves intellectually or emotionally? There has to be conduit and this conduit is organisation's culture in general and leadership in particular.

Nuts and bolts when rusted can be replaced. All that matters is dimension or measurement of nut or bolt should be same. However, humans are different. If one goes then replace it with another and demand the same productivity is not possible.

You need to address this issue of employee retention/attrition. You need to study why employees are quitting. Have you done study of this kind? Earlier I have given my replies several times on this subject. Check the following link:


The following link has different heading and the discussion is also different, however, the reasons that I have given are about employee attrition. Go through this link also:


After going through the above links, find out which reasons are applicable to your company. Thereafter, make action plan to control the attrition. For help if any, you may call me on my mobile.

All the best!

Dinesh Divekar

From India, Bangalore
Treat employees as a valuable resource.
Good pay alone is not enough,the treatment of employee should be equally one of professional care while giving the atmosphere for good work.
Reward and recognition should be a part and parcel of the company working working culture.
Conduct exit interviews seriously and by a higher lvel person so as to understand cause for exit.
If company is seen as a progressive place where both individual and company can grow together,attrition will fall.
Introspect,discuss and find out reasons.
While dream situation can not be achieved,certainly when management genuinely wants a happy work place,a lot can be achieved.
Aim to have first-rate employee incentive programs, ample benefits, career advancement programs, and great work-life balance for keeping employees happy and bottom line soaring.
Difficult but not impossible.Aim for perfect work place and even if you fall short,your work place would be great and employees happy to remain.

From India, Pune
Hi Valentine,
I would ask you to share the analysis done about the reasons for the exit.
What drove them away - or what did not hold them back? Once you have this information, then your retention strategies will have more focus.
For eg. if the primary reason is low compensation, and the work is not satisfying, then nothing you do will be effective, unless you first address the work satisfaction, and then the compensation.
If you wish, do call me for a discussion.

From India, Mumbai
Hello Valentine,

Like Ryan Barretto mentioned, it would have been more appropriate IF you would have also mentioned the results of your internal evaluation & analysis of the reason(s)----IF done.

Unless one knows the POSSIBLE causes how would you go about rectifying the problem areas to achieve your objective......consequently, how would the members in this Forum give any actionable suggestions/solutions?

I am NOT being sarcastic when I say this: How would a Doctor treat a patient when he/she goes saying 'I have fever' without carrying-out the relevant tests?

Also, I find there's a bit of a contradictory understanding on the part of your MD. What does "....foster loyalty in the workplace and not concentrate on retention" mean [in REAL terms]? In short, he/she seems to have got the retention/loyalty concept upside-down.

When does anyone 'begin to be loyal' [let alone 'be loyal']? Only AFTER staying in the Company for a reasonable period of time.....right? Doesn't this point to 'retention' being the FIRST step in the process?

And to make the First step happen, you need to KNOW where/how/when to start.

Retention & Loyalty are both interdependent & interrelated.

Hope you get the point.

A few pointers for your analysis could be:

1] You said 'lot of exits within the year'. How many--out of what employee strength?

2] How many of those who joined in the past year are STILL WITH YOU & more importantly WHY?

3] What's the average duration for an employee leaving...joining to leaving?

4] Out of those who left, what's the proportion of those who went AFTER serving the NP & those who absconded?

5] Are there any cases of those who just mailed their resignations & vanished without even bothering to inform their bosses & work handing-over?

6] Is there any formal Exit I/V process in-place?

The more info you can provide, the better & focused would the suggestions from this Forum be.

All the Best.



From India, Hyderabad
Your company is in new media. There is no concept of loyalty old long term commitment in any of the new media and software businesses. Further it depends on whether you are a startup or an established company. Few people will develop a loyalty with a startup, unless they are passionate about the company and promotors. The rest look for opportunities to move using this experience as a spring board.
So without details of your company and complete details of what the environment is, no one will be able to give you the answer. You should probably give this matter to an expert or a consultant who can analyse and give you the correct solution.

From India, Mumbai
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™