Struggling with Employee Retention and MIS in BPO? Let's Share Solutions and Guidance

Hi!

I am working in a BPO as an HR assistant manager. Please provide me with an employee retention technique or program to help me in the future. Also, I need guidance on the MIS to be followed for employee data.

Thank you.

Hey there! There is no one employee retention method - employee retention is the result of employee engagement. You gotta understand what your employees are looking out for and provide it to them so that they stay with you.

You are operating in a BPO, so the employees are young. Provide them with fun at the job, growth opportunities like trainings to be a trainer or HR professional or network administrator, chances for further education, part-time jobs for some of them who find the long shifts a problem, etc.

Hi Monakrip,

I agree with what Pranati says - retention is a significant aspect to manage in any company nowadays. I feel that suggesting a particular solution may not prevent individuals from leaving; it is crucial to understand different mentalities. Introducing new benefit policies, such as ESOPs and other bonuses based on different levels, could be helpful. Apart from fostering a fun environment, I believe that clarity in roles and responsibilities is crucial.

Regards,
Srilatha

Dear Mona,

Call center jobs are hot commodities, but employees tend to leave the company within 6 to 12 months. Most call center employees do not seek a stable career in a BPO; they see it as a quick source of income.

I believe that implementing certain HR strategies can significantly improve employee retention.

Non-Monetary Initiatives:

1) Career Development: Help employees understand the potential of their career path. Guide them on growth opportunities, create a career map outlining future promotions from CSR to SR. CSR, team coach, etc.

2) Fun at Work: Incorporate indoor games in the canteen such as darts, carom, chess, etc. Organize weekend games or quizzes with prizes. Monthly birthday celebrations with a cake can make a difference. Quarterly outings like movies, parties, or picnics, as well as celebrating cultural days, can bring variety to the workplace.

3) Recognition: Acknowledge hard work with certificates such as Employee of the Month or Best Performer for the Month.

Monetary Incentives:

1) Sales Incentives

2) Bonuses: Introduce Attendance Bonus, Loyalty Bonus, Employee Reference Incentive, etc.

Key Considerations:

1) Verify reasons for long leaves such as holiday tickets, medical certificates, exam schedules, etc.

2) Encourage serving notice periods by highlighting benefits like experience letters, final settlements, response to verification calls, etc.

3) Implement strict leave policies with penalties for unauthorized absences or tardiness.

In line with Pranati's suggestions, adjust work timings for better employee convenience. Consider offering part-time positions for college students to balance work and studies.

Remember, if the attrition rate is high, assess the Team Head's management style for possible improvements in employee retention.

Install a suggestion box for employees to share feedback anonymously.

Lastly, conduct exit interviews to gather insights from former employees on reasons for leaving and ways the company could enhance retention efforts.

Best Regards, Tina