Business Mentor, Consultant And Trainer
Legal Analyst, Hrm
Mindhour Partner, Ass.professor/adm. Officer,
Sr.executive (per & Adm)
Soft Skill Trainer / Hr Consultant - India
Hr Consulting ,trainer -creative Thinking
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:
16th October 2015 From India, Bangalore
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
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
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
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.
HR & Labour Law advisor
19th October 2015 From India, Mumbai
23rd October 2015 From India
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.
Labour Laws Consultant
23rd November 2015 From India, Bidar
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
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.
24th November 2015 From India, Pune
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.
25th November 2015 From India