How Can We Spot Unhappy Employees Early and Boost Retention in a Competitive IT Market?

Hi,

I am into employee relationships and had one query related to that: many times it happens that even though you are in regular touch with the employees, you cannot feel that they are not happy in the organization. So, how can we know this thing beforehand?

As you all know, the IT market is very competitive, and it is very difficult to retain employees nowadays. So, my questions are:
- Please let me know some retention strategies.
- What is the best you can do for your employees?

Thanks,
Pooja

You should conduct Employee Satisfaction surveys regularly. These surveys should include aspects that you want to focus on, and be sure to follow up and take sufficient measures to eliminate or lessen dissatisfaction. Additionally, you can enhance employee motivation by introducing reward schemes, among other strategies.

Some important Retention Tips are as follows:

1. Conduct an Employee Satisfaction Survey twice a year.
2. Have one-on-one discussions every six months.
3. Identify the causes of dissatisfaction.
4. Create a blueprint and discuss it with top management.
5. Take appropriate actions.

- Choudhury S

The most important aspect of Employee Satisfaction surveys is implementing the results of the survey. It's very easy to find the discontent of employees (they are waiting to tell you), but to address them is the herculean task. The senior management team and HR should be in consensus on what they need to achieve because of the survey.

The key priority, in my opinion, on employee relationship, is to listen to employees and address their concerns/queries to the best of your ability. Sometimes, 50% of the problem is solved since they have told their concern. Also, get clarity on the reason for this dissatisfaction and the support from the top management/line manager in rolling out your interventions. HR needs to accomplish its goals through its line managers.

Regards,
Anu

Madame,

While in constant interaction with employees, we tend to learn various personal and professional aspects. Some requirements are immediate, while some may not. Sort out these requirements and try to match them with what your organization's support can provide. For example, immediate requirements are generally financial. Long-term requirements may include training, higher education, job rotation, job enrichment, multi-skilling, and so on.

As an HR professional, there is a lot you can do to align these with management's expectations. This is based on my experience.

Regards,
Jitendra

Hello,

Kindly let me know if, during a one-on-one session, an employee comes and says that he is not happy with the salary in this company and that he is going to resign. At that point in time, what can you do?

I have already informed them about the responsibilities and the working environment, but it doesn't seem to work. Can you please suggest something else?