Loginmiraclelogistics
Asso.prof.(commerce & Management)
Vmlakshminarayanan
Sr.manager - Hr&admin
Koolakash02
Business Hr

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Hello everyone, How many types of awards for employee retention and what is the criteria for choosing them? Is it helpful for company or not?
From India, Bhilai
Hi Pradeep,
Recognizing a Team Lead/ Manager for their Retention of employees in their team reduces Attrition and Increased SAT Levels.
Below is an example:
* Retention Champion Award/ Best People Retainer/ : If the attrition is zero for a particular period.
Thanks,

From India, Secunderabad
Hi Akash, Thanks for your opinion. The fact is, it is a new company (partnership) and i am the single person who handle the HR & Admin works and the strength of employees are 30.
From India, Bhilai
How many managers/ Team Leads for these 30 people. If there are different teams then you can give away the award to the best manager/ Team Lead.
If there's only 1 manager/ Team lead then you can give away the award when there is zero attrition for a particular month.
Thanks

From India, Secunderabad
Hi,
You can also try awards like Best employee of the year ( for work performance /no leaves for the year etc), Certificate of achievement ( for achieving some special task) etc.
Also please try to introduce
Team birthdays and work anniversaries
Spot awards (When you see employees do something right, give them a small gift /card on the spot.)
Traveling trophy - Create a traveling trophy (e.g., some special object like special hat etc.) that moves employee-to-employee based on outstanding work.

From India, Madras
Dear Pardeep,
Yes, it's difficult to retain talents in a small firm for longer period as the employees always look forward to shift as early as possible for better opportunity and brands. You have not provided other info. about your firm, activities etc to properly assess this aspect. All others suggested conventional methods and measures. I'll go little beyond. As I told you attrition rate naturally will be high in a small firm. Your purposes could well be addressed if you'll place emphasis on emotional and financial sides of your colleagues. The friendship & bondage you are going to build with them would have a greater impact than other aspects. Being a small firm you can easily blend with each and every one and thus can take part in their personal events and occasions. As you know an adage 'a friend in need is a friend in deed'. If you all would extend a helping hand in troublesome situations of your colleagues, they'll sure to think twice before leaving your firm.
Also if you would have flexible policies and rules which can be relaxed on situations as may warrant that will create an indebtedness towards the firm in them. At the same time I'm not suggesting to stick on to ineffective dead woods but suggest only to have pragmatic view so that you are not facing HR issues.

From India, Bangalore
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