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Hi everyone :) I am Sneha Chinnamma. I am pursuing my MSC in Psychology (HRDM). I am doing a small research. When I interviewed few Employee relations manager i found out one of the major issue faced by them is retaining the valuable employees in the organization. I would like to get few strategies from you all that can be used to solve these problems. Thank you :)
From India, Bengaluru
Hi Sneha,
I think it is really difficult to retain the employees nowadays in the organization because of the growing opportunities and better benefits given by other companies. The only way to retain them by making them feel a part of the organization, by giving them responsibilities and also by looking at the needs of the employees in the organization. All these things makes them feel as part of organization and they will be happy to work for the organization.

From India, Bengaluru
Hi Sneha,
I hope it will be useful for you
Some of the ways to retain the employees can be:
Employee engagement activities in which the employees should be engaged so that it will bring responsibilities in them,by giving them continuous
feedback , Giving them rewards and bringing a sense of belonging so that they feel recognized in the organization. Providing opportunities to learn and develope example : giving them online courses to attend so that it is added to their skills

Hi Sneha,
I think one of the best way to retain employees is by understanding their difficulties and by guiding and helping them to overcome their difficulties. Managers should play a very active role by understanding and motivating the employees and this will bring about a positive feeling in them. the managers should deal with the employees very carefully.

From India, Pune
There are a number of theories pertaining to employee engagement and retaining talented employees. But unfortunately, most of these are purely academic in nature and do not have any practical values. When we say that employees should be motivated, we forget to say how the employees get motivated. When we say that employee engagement should be improved by continuous feedbacks and rewarding the activities, we forget to see the other side of the picture that it will become a practice then and following, the employees become engaged only when they get rewards. Making them feel that they are part of the organisation or giving them more responsibilities will have very short life.

I feel that reward, recognition and security are perhaps the factors which would motivate the employees to stay with an organisation. The degree of influence of these on employee engagement or retention may change depending upon the nature of industry and the level of employees. If reward factor and job security are the primary thing as far as low grade workers are concerned, being in a branded company may be the basic criterion for managerial personnel because this would give a pride of recognition to them. I am safe attitude is always there but hypocrites will not open up to say that they would like to be safe always.

The degree of employee engagement will vary from industry to industry. You cannot measure it using any technology also, though there are HR Organisations who claim that they will conduct a survey and get the results. The results may not be perfect especially in such organisation wherein the majority of employees is not highly educated. Now again coming to fields like IT wherein we expect that 99% are highly educated, we can find the most disgruntled employees. At the same time these are the organisation who display that “Ours is an employee Friendly Organisation”. In fact companies who proclaim like employee friendly are the companies where you can see a very high degree of employee dis engagement.

The above are a few of my observations from my own experience and what I experience by sharing the thoughts of various employees and managers through These may not have any academic importance but for the purpose of your study if you visit and meet employees of different sectors, you will understand if there is any match between what you were taught in College about Employee Engagement and what you experience live. If you really wish to do the project or research you should not fully accept the theories, but should conduct a survey involving different types of industry and different categories of employees. While conducting the survey you have to consider the values of the organisation and whether these are reflected in employees in the form of rewards, recognition, etc.


From India, Kannur
Dear Sneha,
The first step towards retaining talents is treat them as Human Beings not as resources. Every human differ from others and have different need and issues, so HR need to give personal approach to each of its employees.
I believe these are the basic issues an employee expect from its employer:
1. Fair compensation
2. Continuous development program
3. Treat with respect and dignity
4. Safe work place
If we can address these basic issue we may be able to retain our talent.
Madhu sir has rightly explained and we should apply that. All are requested to share their ideas.

From India, Bhubaneswar
Hi Sneha,

There's only one magic formula to retain employees, which begins at the selection level. Ask a candidate or even an employee in mid-stream, "why did you decide to join this company?" This is to understand if the candidate or employee is motivated by the core values the company is trying to deliver, which goes a long way in creating a "shared vision" between the employee and the organization. Every company must ensure that the candidates are motivated to join because of the culture it has built that makes the company a suitable fit for their work-life balance. Employees are an investment and not a cost, therefore the greatest asset a company can have is an employee that views the organization's corporate persona with a sense of belonging as a team member, or in advanced cases of lifetime employment, as a member of one family. It is this sense team achievement with a "WE CAN DO" attitude that will inculcate a sense of belonging that will take the organization forward with a culture that evolves to stay ahead.

If I am to assume your research is a focus on the effectiveness of company HRDM policies on staff retention, I would suggest that you quantify by taking the employee attrition rate, which is a formula a company can use to monitor its staff turnover, and develop a questionnaire to be administered through the employee relations managers to identify a gap between personal vision and company vision to identify if a correlation exists between staff attrition and work-life balance in a sample of companies from different industries.

Good luck!

From Maldives, Male
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