Struggling with Employee Retention? How to Bridge the Gap with Senior Management

Hello Everyone, I work in a small organization that started a year ago. Currently, I am facing a challenge with employee retention due to the lack of interaction between employees and Senior Management.

Suggestions for Employee Retention

I would appreciate any suggestions for retention activities or employee engagement strategies that could help in retaining employees within the organization.

Thank you in advance.

Hi,

It appears that you are experiencing challenges with team bonding. One way to address this is through the implementation of employee recognition and reward (R & R) techniques. Consider exploring ways to reward team members for their achievements. Additionally, creating an engagement activity calendar and sharing it with employees can help foster a sense of community and collaboration.

Another issue that might be contributing to the problem is a lack of leadership qualities within the senior management team. To address this, consider organizing leadership development programs on a quarterly basis. This initiative can help enhance leadership skills within the organization and improve employee retention.

Thank you for sharing your concerns.

Best regards,
Sunil

Dear Divisha,

A key aspect of start-ups is the degree of control exercised by the promoters. They wear many hats and are quite deeply involved in the business end of running the company. Consequently, they may lose touch with the other members of the organization. By delegating a part of their responsibilities, the general understanding is that the management layer below would take care of mundane issues such as retention, etc. However, that is not always the case.

Role of HR in Start-ups

It is here that the HR team can play a very important role. Some of the things you could explore are:

- Run a periodic town-hall for the various teams where the local leadership interacts with the teams to create a connection.

- Encourage skip-level meetings between team members and their managers' managers (2nd level of leadership) to generate ideas, unblock bottlenecks, etc.

- Work with the mid-level managers and their bosses to establish a coaching/mentoring process to address performance and general issues of individuals regularly. Align individual aspirations/fears with that of the team and the organization.

In addition to the above, an effort to communicate the passion and drive of the leadership to the teams would go a long way in creating an inclusive work culture.

Cheers!

Regards,
Shashidhar

Thank you very much for your response. One more query regarding Employee Engagement; I hope you can provide some insights on this topic as well. If someone is interested in pursuing a career in Employee Engagement, what is the scope of it? What salary package can one expect in this field? Which companies specifically hire individuals for roles focused solely on Employee Engagement?

You may also ask your management to conduct an annual lunch or dinner where the senior management can interact with the staff and employees. Additionally, you may also conduct events where interdepartmental people form teams and participate.

I trust this helps.