Facing a Wave of Resignations: How Can We Retain Our Middle Management Team?

Good Morning Seniors,

I'm working as an HR generalist in a reputed US MNC. Recently, my company has been facing a significant drop in sales, resulting in a revenue deficit. There have been ongoing disputes regarding salaries for the past two months, leading to the resignation of most frontline employees. Furthermore, employees in middle-level management are contemplating leaving as well.

The HR department is currently focused on retaining the middle-level management team, and the company is willing to explore all possible measures to keep them onboard. The HR department is under immense pressure to address this challenging situation.

Please assist me in reaching a consensus on how to bring this situation under control effectively.

Please ask your senior management to be proactive and inform all staff about the downturn in sales/revenue and the reasons thereof. Explain the measures taken to boost revenue and that they do not want to lose their human resources. Open interaction will definitely help retain some of the employees who are worried about their future. In the absence of confidence-building measures, one cannot blame employees for leaving and ensuring financial survival.

Attrition rates can only be reduced when measures for employee satisfaction are taken.

Addressing the Current Problem

Firstly, you need to organize an open discussion with all employees to make them aware of the current situation. On an emotional level, appeal to them to stand by the organization during this challenging phase. If there are any issues related to appraisals or salaries among employees, assure them that these problems will be resolved once the company overcomes this phase. Encourage employees to share their thoughts on the business decline and gather suggestions from them to take corrective actions. The objective is to foster a family-like environment within the organization, making all employees feel they are part of a family and the company is their second home.

Promotions and Responsibilities

Promoting some employees with additional responsibilities can also aid in retaining them. However, these promotions should be conducted fairly without any bias to avoid negative outcomes.

Financial Constraints and Salary Adjustments

If your organization is facing financial constraints regarding salaries, propose in the open discussion forum to release a certain percentage (e.g., 70% for seniors and 100% for juniors) of the salary every month until the company overcomes this phase. Obtain consent from all seniors to ensure their confidence.

Focus on Existing Employees

During a downturn, it is not advisable to hire new employees. Instead, focus on motivating existing employees to overcome the challenges. Once the situation improves to a certain extent, then consider hiring new staff.

Understanding the Business Context

What is the nature of your business? How many employees do you have? Why was there a decline in sales? Is the sale linked to the global economy? If your company is facing the problem of employee attrition, have you studied the pattern of attrition? If yes, on what parameters?

There was a similar query in the past on this forum. You may click the following link to refer to the reply: https://www.citehr.com/519562-employ...ml#post2211229

Feedback on Your Post

Well, gentleman, your post is a reflection of a confused mind. Far from having transitory sentences, there is a clear disconnect between two sentences. You have inserted irrelevant words in the sentences. This incoherent state of mind hardly goes well for an HR Generalist of a "reputed US MNC." Therefore, if you wish to address the challenge of employee attrition, then come out of confusion first.

Analyzing the Sales Drop and Its Impact

In business, there are ups and downs. Why has the drop in sales caused a "salary dispute"? Have you put on hold the monthly salary of the employees? Why did the decline in sales become the cause of employee attrition? Have you conducted the exit interviews? Is there any pattern in employee exits? Because of the drop in sales, did your company fire a few employees? Did these terminations trigger fear psychosis, and employees started quitting on their own rather than waiting for termination?

If the decline in sales is the cause of attrition, then you must improve sales. Who has studied the drop in sales? What are the challenges?

There are so many questions associated with your post. Please clarify.

Thanks,

Dinesh Divekar

Dear Manoj,

In addition to the valuable suggestions provided by respected senior members, we would like to add one more probable reason for attrition - "Higher Sales Targets" of the company. In fact, according to recent job market trends, we find that young candidates are not as comfortable with higher sales targets. As a result, they always consider switching their jobs whenever they come across a suitable opportunity.

Regards,
Optimus Consultants