Will you please help me with managing employees who have worked in our organization for 5 years, 10 years, and 15 years? How can I create a file for this, and what rewards or awards should be provided to the employees? I am a company HR professional and need to prepare data.
Employees who do not take leave in a year, twice a year, thrice a year, and more, how can I create a file for them and how can we motivate them through gifts, consolation, or money? Please help and contribute to the brainstorming.
From India, New Delhi
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3Employees who do not take leave in a year, twice a year, thrice a year, and more, how can I create a file for them and how can we motivate them through gifts, consolation, or money? Please help and contribute to the brainstorming.
From India, New Delhi
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Dear Jaya,
Replies to your questions are as below:
Will you please help how I can manage the employees who have worked in our organization for 5 years, 10 years, 15 years?
Reply: First, you need to check why they did not leave your organization. Yes, working in the same organization is a sign of loyalty. However, what needs to be investigated is whether this loyalty is superficial. Is it that they are unable to get a job anywhere, hence they continued? Do they lack self-confidence? How do you measure the performance of the employees? For the years together, what is the level of their performance on a scale of 100?
Suppose they are somewhere around 65%. But then by not leaving the organization, they might have blocked the entry of someone from the job market who could have given performance at 85% or above! What about this loss? Long service of the employees is good, but each such employee must be excellent or score more than 85%. Otherwise, these employees become a liability and not an asset as such. Yes, their continuation has helped you in controlling the cost of attrition. But you need to weigh it against the cost of average performance.
Employees who are not taking leave a year, twice a year, thrice a year, and more years. How can I create a file for them and how can we motivate them through gifts, consolation, or money?
Reply: When an employee does not take leave for years together, then this in itself speaks of their motivation. Why do you want to motivate them further? In fact, not taking leave is detrimental to health. The body needs some rest. Even then, why are these people working on all the working days? Rather than giving them any physical gift, send them on leave; that would be a better idea! As summer is coming, then give these employees some summer vacation package for the family.
My ideas could be a little bit radical. Nevertheless, you have asked to brainstorm your proposal; hence this radicalness.
Thanks,
Dinesh Divekar
From India, Bangalore
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Replies to your questions are as below:
Will you please help how I can manage the employees who have worked in our organization for 5 years, 10 years, 15 years?
Reply: First, you need to check why they did not leave your organization. Yes, working in the same organization is a sign of loyalty. However, what needs to be investigated is whether this loyalty is superficial. Is it that they are unable to get a job anywhere, hence they continued? Do they lack self-confidence? How do you measure the performance of the employees? For the years together, what is the level of their performance on a scale of 100?
Suppose they are somewhere around 65%. But then by not leaving the organization, they might have blocked the entry of someone from the job market who could have given performance at 85% or above! What about this loss? Long service of the employees is good, but each such employee must be excellent or score more than 85%. Otherwise, these employees become a liability and not an asset as such. Yes, their continuation has helped you in controlling the cost of attrition. But you need to weigh it against the cost of average performance.
Employees who are not taking leave a year, twice a year, thrice a year, and more years. How can I create a file for them and how can we motivate them through gifts, consolation, or money?
Reply: When an employee does not take leave for years together, then this in itself speaks of their motivation. Why do you want to motivate them further? In fact, not taking leave is detrimental to health. The body needs some rest. Even then, why are these people working on all the working days? Rather than giving them any physical gift, send them on leave; that would be a better idea! As summer is coming, then give these employees some summer vacation package for the family.
My ideas could be a little bit radical. Nevertheless, you have asked to brainstorm your proposal; hence this radicalness.
Thanks,
Dinesh Divekar
From India, Bangalore
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I am sure your company has employee records that provide full details of when they joined, their roles, promotions, etc.
Employees not taking leave is not appreciable. Everybody needs to have breaks and time off. Why are they not taking leave? Are there any issues with your leave policy?
The company can introduce incentive schemes or recognition programs to reward old and loyal employees. Rewards could include a company-sponsored tour with family to a nearby location or, if finances allow, even a small foreign trip. A loyalty bonus could also be considered. The company should establish rules and regulations to recognize such employees to motivate others as well.
However, it's important to remember that a turnover, even if minimal, brings fresh blood into the organization.
From India, Pune
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Employees not taking leave is not appreciable. Everybody needs to have breaks and time off. Why are they not taking leave? Are there any issues with your leave policy?
The company can introduce incentive schemes or recognition programs to reward old and loyal employees. Rewards could include a company-sponsored tour with family to a nearby location or, if finances allow, even a small foreign trip. A loyalty bonus could also be considered. The company should establish rules and regulations to recognize such employees to motivate others as well.
However, it's important to remember that a turnover, even if minimal, brings fresh blood into the organization.
From India, Pune
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