hi, can any1 suggest me the effective method of reducing attrition and cost effective method for brand promotion (for BPO sector)
From India, Ahmadabad
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From India, Ahmadabad
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Greetings,
When you work towards reducing attrition, I request you to keep your expectations right. You hire talent with an employee life cycle in mind, especially in the BPO sector. Most of the time, it's a stop-gap arrangement for the talent. Hence, make sure you identify that at the hiring stage. Companies such as McDonald's follow the policy wherein they know that their employees, especially at the entry level, would leave them in a year's time. Hence, they plan towards that. They maintain a vibrant training system, enabling them to train fresh talent in a minimum timeframe and make them billable. Again, at the hiring stage, frame and reframe the hiring funnel to focus on the talent base.
Once you have strengthened your systems, offer employability to your employees. You may create a development path that includes how talent can progress from role A to horizontally A+ to A++ and then possibly to the next level B. Please explain this, including all the parameters, so that the growth is clearer to them. Most of the time, companies have brilliant programs but fail to establish them among employees. If you have career progression data, please share it during the Townhalls. In case a vertical shift is allowed within the company, explain to your employees how this would make them more employable.
Most importantly, create educational opportunities. There's no monetary benefit that can match them. Create a tie-up with a B-school for weekend classes at your campus. This would not increase the cost as the fees would be paid by the employees. All you would need to do is arrange for the infrastructure and negotiate the fee structure to suit employees' pay.
Regards,
(Cite Contribution)
From India, Mumbai
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1872When you work towards reducing attrition, I request you to keep your expectations right. You hire talent with an employee life cycle in mind, especially in the BPO sector. Most of the time, it's a stop-gap arrangement for the talent. Hence, make sure you identify that at the hiring stage. Companies such as McDonald's follow the policy wherein they know that their employees, especially at the entry level, would leave them in a year's time. Hence, they plan towards that. They maintain a vibrant training system, enabling them to train fresh talent in a minimum timeframe and make them billable. Again, at the hiring stage, frame and reframe the hiring funnel to focus on the talent base.
Once you have strengthened your systems, offer employability to your employees. You may create a development path that includes how talent can progress from role A to horizontally A+ to A++ and then possibly to the next level B. Please explain this, including all the parameters, so that the growth is clearer to them. Most of the time, companies have brilliant programs but fail to establish them among employees. If you have career progression data, please share it during the Townhalls. In case a vertical shift is allowed within the company, explain to your employees how this would make them more employable.
Most importantly, create educational opportunities. There's no monetary benefit that can match them. Create a tie-up with a B-school for weekend classes at your campus. This would not increase the cost as the fees would be paid by the employees. All you would need to do is arrange for the infrastructure and negotiate the fee structure to suit employees' pay.
Regards,
(Cite Contribution)
From India, Mumbai
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