Employee Communication - Manufacturing Company

Dear Seniors,
I am working as a HR Manager for a garment manufacturing Company with a workforce about 2200 employees.
About 2000 employees are joining in my company in a year and losing the same number of assests on a year.
I understand employee communication is a major area we are lacking resluting high attrition%.
Formal meetings are rare (always work hours egregious!!) and this area I would like to focus.
I expect some expert opinion on this issue and some guidelines to take a start

Can we take care of training your enitre workforce on Corporate Communication skill . It will help to have proper communication with in the organization and also for retension of empolyee. Please let me know [Login to view]
Regards
Sachin Awasthy

Dear Sachin Aswathy
My workforce is not educated and basically sewing machine operators. I donot understand what difference it will make if I improve their corporate communication skills?

DaeR Mr. Ramesan,
First me know where your company is located and what language normally tghey speak. You know what these shopfloor people have to be handle properly and at same they have to be treated royal so that they feel they are special.
We can try to help in giving training in local language and make them understand importance of communication.
Looking for your reply. Please mail me [Login to view]
Regards
Sachin Awasthy

Hi Ramesan,
For this kind of high attrition, communication is not the only area to be focused upon. You may want to take into consideration other aspects like employee connect, employee engagement activities and their learning and development apart from their regular work. It is important to have some ice-breaker kind of activities to keep them motivated and enthusiastic despite of having hectic work pressure.
You can reach me at [Login to view].

Dear Ramesh
Do you feel communications is the main cause of the high level of attrition? I think there must be much more. Some possible causes are bad working conditions, less wages, insecurity, other industries offering better pay/conditions, attitude of the employers etc
Communications may be a symptom rather than a cause.
So, unless you analyse the problem and give a detailed feedback to the bosses, who act on your recommendations, things really wont change.
As far as communications go you could start off by posting a questionnaire to the staff/workers to get their views on what needs to be done - it has to be smartly done and should culminate in a participative discussion. Your bosses and owners should give you a free hand - as attrition leads to a direct/indirect cost. This, in a competitive market, is not helpful.
So pl delve deeper into the issue to get to the root cause.
Rgds
H Prasad
Sr Trainer & Consultant

Dear Seniors,
I am from Tirupur and my people speak Tamil.
Becuase of labour scarcity we recruit people from Arunachal pradesh, West bangal, Orissa, Bihar, Andhrapradesh etc.. Factories in my cluster all face the same problem and even their attrition figures much worser tham mine. Lot of researches and studies are being conducted and based on the findings lot of measures are being undertaken. My monthly attrition if I see it will be somewhere 4 to 6% ( 100 employees per month) and it shoots up when factory closes during Deepavali holidays.
Workers from different and area (migrated) leaves the factory when they have any problem in their native place or if they get good rain at their farm area.
My point is if we have a structured employee communication we can at least help them to take a decision in a better manner so that if they wan to leave our Company let them leave but in a planned way so that organisation will not suffer.
Hope now the picture is clear