Dinesh Divekar
Business Mentor, Consultant And Trainer
Psdhingra
Legal Analyst, Hrm
Bijay_majumdar
Freelancer
Gopinath Varahamurthi
Mindhour Partner, Ass.professor/adm. Officer,
Adoni Suguresh
Sr.executive (per & Adm)
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Reachhema
Director
+4 Others

Thread Started by #dipkumarmiddey

Hi,
I am an HR professional facing problems in retaining employees. Every two/ three months we need to recruit a new employee and in the process we are losing quality outputs since again we need to train the new joinee. The main issue is that those leaving are not giving any prior intimation, suddenly one day he/ she will be absent with an excuse and the next day I have to receive a call saying, "I am not coming from today".
16th October 2015 From India, Kolkata
Dear Dipkumar,
To retain your employees, you need to control the attrition. To control the attrition, you need to do the attrition analysis. Have you done that? If not done then you may refer my following reply:
https://www.citehr.com/519562-employ...ml#post2211229
Thanks,
Dinesh Divekar

16th October 2015 From India, Bangalore
Hi Dipkumar,
I agree with above opinions. The first thing you should do is find out the reasons your employees left to solve this problem. I think it results from your company issues that make your employees can't stand longer. You should identify the problems on your company policy and working condition, even their direct manager.
Hope that you will soon get good result.
You can find 15 signs your employee wants to quit to prevent.
17th October 2015 From Vietnam, Hanoi
Mr. Dip Kumar,
When employee says, ""I am not coming from today" what action you take as an HR professional is necessary to be known? Further, as a matter of HR policy, what clause is there for resignation notice, as notified to the employee through his offer/ appointment letter?
17th October 2015 From India, Delhi
Dear Dipkumar,
The industry in which the attrition is high is not known from your posting, kindly find out whether the leaving of employee from the industry is more or from a particular department, if, the employee leaving from your organisation is high the policy certainly fail to keep intact of the employees, if the leaving employee is high in a particular department the department is required to be monitored and mended. So, please find out the rate where the leaving of employee is high...
19th October 2015 From India, Arcot
Hello Dilip Kumar

Learned members have provided you with valuable material to guide your approach on the issue.However it is not known which sector your industry belongs to and what kind of employees are leaving? whether it is only the valued employees that are leaving and whether it is any body or every body that s leaving.This information may help you to embark up on more specific initiatives to tackle the problem of attrition as there is 'no one size fits all' kind of solution to the problem and you need to study the causes for attrition in your company either by the exit interviews or stay-in interviews or surveys on employees' happiness etc and design a custom made solution to your problem.

But I have a different objective in responding to your query. You seem to be anguished, agonized and annoyed at employees leaving so frequently and that too without notice.Your anguish,agony and angry are not without reason as it costs you (your company) in terms of money,time, energy and not to speak of disruptions in work.It is quite a challenge.My attempt is to mitigate this anxiety by bringing you in touch with market realities in employment and job trends and some suggestions which I consider may be of some help.

You need to understand that you are not alone in the market struggling painfully to retain employees, more so the valued ones..You have plenty of company for solace.Attrition is afflicting industries across the sectors with some industries more afflicted and some less.It is like common cold sparing no one.The reasons for this are not difficult to speculate. One is that the traditional concept of job security associated with 'one job for life time' which was so much cherished by the older generations,has gone obsolete.The new generation sees job security in the new found concept of 'job hopping'.This again is because of two reasons.Firstly, more job opportunities are now open to people with business expansion helped by globalization and technology boom and the start up mania gripping the young entrepreneurs.Secondly,the young generation is always on the look out for opportunities for quick learning and fast growth and believes that at least in matters of employment, a rolling stone gathers lot of mass.Therefore attrition is a really staring in employer's face and he has to accept it first to deal with it.

If it is rainy season, it rains.That is an inevitable consequence of nature. You cannot stop it raining because you do not want to get wet. At the same time you cannot remain indoors for days together to avoid rain. What you do is either you carry an umbrella or wear rain coat to avoid getting wet so that you can attend to your duties. even it is raining. Similarly there is no point in being in agony and anguish over the issue. You need to be proactive to initiate required action to deal with it.

One is finding out the causes for attrition and designing suitable policy and solution to handle it.

Secondly you can frame succession planning by designing skill development and training programmes for the existing employees so that they can fill the need for any position for which you otherwise intend to hire from outside.

Thirdly try to see the positive side of attrition as often spoken which is it helps you bring in new blood and new ideas.

Fourthly many employees leave the company without notice under the apprehension that the company may create hurdles in their relieving or the new company may not wait for the employee to complete the notice period.Therefore design a severance policy with notice period and bring it to the notice of all the employees and impress up on the new hires either during one to one sessions with them or during common sessions in the course of their on boarding process explaining them the severance policy and also how much cost the company incurred in hiring them and their reciprocal obligation to honor their commitment to serve the company and the company's willingness to discuss and sort out their grievances if any. If for any inevitable reason the employee decides to leave, the company respects their right to their career but they have to give the notice thereof.

Fifthly keep policy on disciplinary rules in place that deals with unauthorised absenteeism with procedure and penalties and bring it also to the notice of the new hires and tell them if any one stops attending office without prior notice, it is likely that they may attract the disciplinary action. Though a disciplinary action may not bring back a horse that has bolted, but it may deter the existing employees from running away without notice.

Hope this helps.

B.Saikumar

HR & Labour Law advisor

.
19th October 2015 From India, Mumbai
We, as professionals, can give hundreds of ideas. However, certain decisions have to originate from your Management or find acceptance by them, of your proposals and ideas to retain talent. Will they listen to you and implement your ideas and suggestions which we share here. There is a saying " The bottleneck for the bottle is always at the top". So long as there is a bottleneck present in some form or the other, there wont be free flow and acceptance of ideas and suggestions. Even the retention strategy which you may implement today, may become stale in an year's time. People expectations keep changing all the time. It is like taking bath. You need to take bath every day ! Same way, you have to keep changing the strategy. Even in top IT companies like Infosys, CTS, TCS etc. the attrition rate is around 20 to 25%. You cannot wish way. That is what the younger generation is looking for - instant gratification, faster growth and quick burnout by the time they turn the age of 40. Therefore, if you need to retain, atleast try to control attrition by a fewer numbers, you can think of providing benefits what the employees are looking for. There is something called Organisational Climate Suirvey (OCS). Such a survey will help you identify areas where you can focus on to contain attrition. That could be the starting point for your oranisation to look inwardly. From the HR point of view, one person leaving the organisation is equivalent to 3 persons joining the organisation - in terms of lead time HR requires for onboarding a new candidate, so much work is involved in screening, identifying, interviewing, and accepting a new candidate ! It is, therefore, easier to retain an existing employee than recruiting a new one.

Best wishes
23rd October 2015 From India
Mr.Dipak,
You have mentioned that employees are leaving quite often and as a result you have to recruit as replacement. But you did not mentioned the reasons for the leaving. Eery body will have not the same reasons or problems. As a HR you study the situation where you are failing in retaining the employees. Offer the good salary, good fecilities, good working environment, whatver needs for the establishment and inspite of that they are leaving, you conduct a exit interview and find out the reasons and evaluate with other problems and find out the solutions.
The query what you are putting is wihout any supporting reasons and just as hypothetical.
Adoni Suguresh
Labour Laws Consultant
23rd November 2015 From India, Bidar
Such situation can arise only when the company adopts the policy of "penny wise pound foolish." Lack of employee motivation and career development can only be the reason for causing such a situation. Better review the policies of the company.
23rd November 2015 From India, Delhi
Hi,
Sai Consultant has rightly pointed out the ways to understand and minimise attrition issue.
I agree on various other points mentioned in the post by all other respected members.Yet I dare to comment that it is basically the company management who needs to work out on retention Policy.Secondly If the employees category is from unorganised sector or Lower level employees then how their welfare is being looked after.
Training, Welfare,Growth Prospects,development opportunities in the organisation are the various factors that will require a close and meticulous study in order to retain employees.
23rd November 2015 From India, Vadodara
Hi Dipkumar,
Retaining employees is becoming a challenge in today's times.
Before we comment - we request you to realistically assess your induction process and analyse the exits. Hire an expert to talk to these ex- employees to get a feedback as why they quit in a short span of time. Am sure some may give a frank answers and also you need to observe the department, HOD etc to understand the root cause.
Regards,
Rajat Joshi
24th November 2015 From India, Pune
Attrition rate of employees is quite high in India particularly. As per Leading Newspaper (Economics Times), one in four employees in the organised sector in India is set to switch jobs, the highest attrition rate globally, according to a Hay Group study. The series of fresh investments planned across sectors could raise demand for talent even as economic conditions remain tepid, raising concerns on employee engagement and retention.
http://articles.economictimes.indiatimes.com/2013-06-07/news/39815456_1_three-employees-indian-employees-attrition
So under the circumstances, it is upto the Companies to decide whether they want to continue with this type of system or they want some improvements so that the production is is not hampered at any cost.
Optimus Consultants
09672616784
25th November 2015 From India
We can help you professionally. We specialize in HR and OD consulting. Please write to us in detail about the industry and employee strength.
25th November 2015 From India, Mumbai
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