Struggling with High Turnover of Data-Entry Operators: How Can I Improve Retention?

Hi, I am looking after the recruitment of data-entry operators for my company. However, my observation is that these people leave within 2-3 days after they have joined. It takes a lot of time, effort, and money to bring these people in, but there never seems to be a proper balance between cost and benefit. This has been an ongoing issue for a year that needs a proper solution. Can anyone please suggest what I could do?

Hello Neha,

Attrition is something that you cannot stop totally, but you can definitely reduce it. If you are hiring candidates from your own source, then start making them sign a bond paper or an agreement where it will be mentioned that they can't leave the job within 6 months or 1 year, whatever you feel is the right period.

Suppose you are hiring from any consultancy, talk to them about the matter. Tell them that if candidates are leaving the concern in 3 months, then they have to provide a replacement for the candidate free of cost. If they don't agree, then switch to other consultancies because this is a consultancy rule. I hope it will help. All the best.

Regards,
Sohini

Hello, Friend,

Yes, as suggested by Sohini, some of the administrative steps will help reduce attrition to some extent. I suggest you conduct a study of the people who are staying in the company as data entry operators. This is called a "Stay interview" as compared to an Exit Interview. There will be certain factors that you will be able to know which have a correlation with retention. Then use these criteria for the selection of candidates when recruiting. Of course, the recruitment process will become a little more exacting, but retention will also be better.

Another option is to think of a scheme to take certain people with basic qualifications, provide them training for data entry operation free of cost, and have them sign a service bond. This may help retain people.

Regards, Nishikant

Another suggestion could be to recruit someone referred by the employees within the organization.

Lakshman

Laxman has advised well. I have done so in my career in the past 10 years, 7 found helpful.

Regards,
Suresh

Hi, I think you can relook at the training process in your organization. There should not be a lot of deviation between what is taught in training and what is actually done on the floor.

Let me know if this is useful.

Take care.

Warm Regards,
Kinjal