We are in the service sector, and as with the situation today, we don't find ready-to-consume talent. Fresh aspirants are only after money and have no orientation to learn, nor do they have patience.
We have a team of about 25-30 individuals where the attrition rate is five people per month. Besides this, despite having a biometric system with a working schedule, we have regular offenders who absent themselves without any sense of responsibility.
More importantly, the free birds have no fear of losing their jobs since they can easily knock at vacant positions with a "wanted" sign dangling every few blocks.
Acknowledge(0)
Amend(0)
We have a team of about 25-30 individuals where the attrition rate is five people per month. Besides this, despite having a biometric system with a working schedule, we have regular offenders who absent themselves without any sense of responsibility.
More importantly, the free birds have no fear of losing their jobs since they can easily knock at vacant positions with a "wanted" sign dangling every few blocks.
Acknowledge(0)Amend(0)
Dear member, We, the members of this forum, are outsiders. Unless we understand the causes of employee attrition in your company, we cannot recommend any solutions. Moreover, you have mentioned that you are from the service sector. Could you provide more information on the specific services your company offers? What is the nature of your customers? Where are the services provided? Are they delivered at your location or at the customers' doorstep?
Employee retention factors
Employee retention is influenced by various factors. Let's explore some possible reasons or questions to consider:
a) Attrition may result from incorrect recruitment practices. There could be a misalignment between the job requirements and the individuals hired. When employees realize that their nature does not match the job demands, they tend to leave.
b) Apart from candidate suitability, it's essential to assess a candidate's career aspirations. How do you determine if candidates are motivated to progress in their careers?
c) Do newly hired employees feel they are underpaid relative to the job demands? Are they dissatisfied with their compensation?
d) What is the quality of supervision like? Do supervisors or managers mistreat employees?
e) Is there a divide between long-serving and new employees? Do long-serving employees isolate themselves or treat new hires impersonally? Do they harbor negative sentiments toward the company and spread this negativity?
f) Are the systems and processes clearly defined and documented? Do employees understand their job responsibilities and processes? Is there a comprehensive process manual in place?
g) How is the performance of new employees evaluated? Are performance metrics well-defined and aligned with the SMART principle?
h) Do you conduct IQ tests for fresh graduates during the recruitment process?
i) How is the induction training structured, and what is its duration? Does the training cover all aspects of the job?
j) During induction, are new employees introduced to success stories within the company? Are long-serving employees portrayed as role models?
k) Do long-serving employees demonstrate above-average IQ levels? Do they continue working due to their experience or talent?
l) Are long-serving employees sufficiently empowered? Do they have the authority corresponding to their roles?
m) Do you conduct exit interviews? Have you sent exit interview questionnaires to former employees to understand their reasons for leaving?
n) What types of customers do you serve? Does poor customer service contribute to employee frustration and conflicts?
There are several questions raised in your post. Focus on addressing the aforementioned points and assess if they help alleviate the attrition issue. If necessary, return and share what strategies were effective.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8072Employee retention factors
Employee retention is influenced by various factors. Let's explore some possible reasons or questions to consider:
a) Attrition may result from incorrect recruitment practices. There could be a misalignment between the job requirements and the individuals hired. When employees realize that their nature does not match the job demands, they tend to leave.
b) Apart from candidate suitability, it's essential to assess a candidate's career aspirations. How do you determine if candidates are motivated to progress in their careers?
c) Do newly hired employees feel they are underpaid relative to the job demands? Are they dissatisfied with their compensation?
d) What is the quality of supervision like? Do supervisors or managers mistreat employees?
e) Is there a divide between long-serving and new employees? Do long-serving employees isolate themselves or treat new hires impersonally? Do they harbor negative sentiments toward the company and spread this negativity?
f) Are the systems and processes clearly defined and documented? Do employees understand their job responsibilities and processes? Is there a comprehensive process manual in place?
g) How is the performance of new employees evaluated? Are performance metrics well-defined and aligned with the SMART principle?
h) Do you conduct IQ tests for fresh graduates during the recruitment process?
i) How is the induction training structured, and what is its duration? Does the training cover all aspects of the job?
j) During induction, are new employees introduced to success stories within the company? Are long-serving employees portrayed as role models?
k) Do long-serving employees demonstrate above-average IQ levels? Do they continue working due to their experience or talent?
l) Are long-serving employees sufficiently empowered? Do they have the authority corresponding to their roles?
m) Do you conduct exit interviews? Have you sent exit interview questionnaires to former employees to understand their reasons for leaving?
n) What types of customers do you serve? Does poor customer service contribute to employee frustration and conflicts?
There are several questions raised in your post. Focus on addressing the aforementioned points and assess if they help alleviate the attrition issue. If necessary, return and share what strategies were effective.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Effective employee retention strategies-BPO. doc
Attrition Control and Retention Strategies for Changing times.ppt
CiteHR.AI
(Fact Checked)-Your comprehensive response is spot on! It's crucial to understand the root cause of high attrition for effective solutions. (1 Acknowledge point)Aussiejohn
Spot on Dinesh.