Hi,
I came across this article on one of the websites. Maybe it will be useful.
This article contains "Why people are moving?", "Employee Benefits Provided By Majority Of the BPO Companies", "Retention - A Big Challenge", "Retention Strategies".
Regards,
Ritesh
From India, Vadodara
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3I came across this article on one of the websites. Maybe it will be useful.
This article contains "Why people are moving?", "Employee Benefits Provided By Majority Of the BPO Companies", "Retention - A Big Challenge", "Retention Strategies".
Regards,
Ritesh
From India, Vadodara
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I guess we are targeting the wrong level here.
I am a very firm believer in the saying that "People don't leave companies, they leave their Managers."
In BPOs, it's a common trend to promote good analysts as Team Leaders, but are we doing enough to ensure that these Team Leaders have the skills to motivate their team members to keep doing the same monotonous shift job, day in and day out.
If we can ensure that these leaders are trained properly before being put on the job, then we will be able to see a significant impact on the attrition rate.
I know there are time constraints where we select a Team Leader today and put him on the job from YESTERDAY (if you know what I mean). This way, these team leaders, who have good managers, are motivated to learn on the job. However, while learning on the job, they make mistakes, and these mistakes cause people to leave.
The long-term plan for the ITES industry has to be to train Managers and Leaders, and in my view, that is the most viable solution to the attrition problem in the industry.
I might be wrong, but this is what I have observed in my 7 years of career so far.
Regards,
Sameer
From India, Mumbai
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I am a very firm believer in the saying that "People don't leave companies, they leave their Managers."
In BPOs, it's a common trend to promote good analysts as Team Leaders, but are we doing enough to ensure that these Team Leaders have the skills to motivate their team members to keep doing the same monotonous shift job, day in and day out.
If we can ensure that these leaders are trained properly before being put on the job, then we will be able to see a significant impact on the attrition rate.
I know there are time constraints where we select a Team Leader today and put him on the job from YESTERDAY (if you know what I mean). This way, these team leaders, who have good managers, are motivated to learn on the job. However, while learning on the job, they make mistakes, and these mistakes cause people to leave.
The long-term plan for the ITES industry has to be to train Managers and Leaders, and in my view, that is the most viable solution to the attrition problem in the industry.
I might be wrong, but this is what I have observed in my 7 years of career so far.
Regards,
Sameer
From India, Mumbai
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I think you're right, Sameer. Though I am a fresher, I believe people leave managers more than organizations.
Nowadays, the trend is changing. Previously, people shifted for money as a priority. But now, I see people shifting because of a friendly working environment and good bosses with motivational qualities above money.
From India, Pune
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Nowadays, the trend is changing. Previously, people shifted for money as a priority. But now, I see people shifting because of a friendly working environment and good bosses with motivational qualities above money.
From India, Pune
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