Retention Strategies for IT Companies
I am working in an IT company with a 6-day working week from 10:30 am to 8 pm (45-minute lunch break). In the last few months, most of our senior developers have resigned as soon as they completed their bond period (2 years). When I (HR) asked for the reasons for their departure, they mentioned that they did not like the policies and wanted a 5-day working week, which they believe is not beneficial for the company.
We are considering offering flexibility in our timing while keeping the working hours fixed at 8.5 hours. What other policies should I change to improve retention and encourage our team leaders to stay?
Kindly suggest retention strategies that can create a win-win situation for both the company and employees.
Thanks,
HR Harsha
Attribution <link outdated-removed> #ixzz2pzLCPI3i
From India, Indore
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I am working in an IT company with a 6-day working week from 10:30 am to 8 pm (45-minute lunch break). In the last few months, most of our senior developers have resigned as soon as they completed their bond period (2 years). When I (HR) asked for the reasons for their departure, they mentioned that they did not like the policies and wanted a 5-day working week, which they believe is not beneficial for the company.
We are considering offering flexibility in our timing while keeping the working hours fixed at 8.5 hours. What other policies should I change to improve retention and encourage our team leaders to stay?
Kindly suggest retention strategies that can create a win-win situation for both the company and employees.
Thanks,
HR Harsha
Attribution <link outdated-removed> #ixzz2pzLCPI3i
From India, Indore
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Retention Strategies for a Six-Day Work Schedule
Retention strategies vary, and what works for one organization may not work for another. You need to employ strategies that address specific problems. In your case, the six-day work schedule is causing employees to leave, rather than issues related to staff behavior, attitudes, or the reporting authority.
With working hours fixed between 10:30 A.M. to 8:00 P.M. per day, the total working hours per week amount to 52.30 hours. This exceeds the stipulated 48-hour work week by 4.5 hours, which can qualify as overtime. You can explore the possibilities of paying overtime for the excess hours or reduce the working hours by 45 minutes, keeping it to 8 hours per day with flexible timing. This means employees should work 8 hours per day, entering and exiting at their convenience, while fixing an outer time limit within which they can do this. Additionally, inquire with the employees whether this will satisfy them. You can also consider compensating them with additional remuneration as a suitable incentive for working six days a week.
Regards,
B.Saikumar
From India, Mumbai
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1931Retention strategies vary, and what works for one organization may not work for another. You need to employ strategies that address specific problems. In your case, the six-day work schedule is causing employees to leave, rather than issues related to staff behavior, attitudes, or the reporting authority.
With working hours fixed between 10:30 A.M. to 8:00 P.M. per day, the total working hours per week amount to 52.30 hours. This exceeds the stipulated 48-hour work week by 4.5 hours, which can qualify as overtime. You can explore the possibilities of paying overtime for the excess hours or reduce the working hours by 45 minutes, keeping it to 8 hours per day with flexible timing. This means employees should work 8 hours per day, entering and exiting at their convenience, while fixing an outer time limit within which they can do this. Additionally, inquire with the employees whether this will satisfy them. You can also consider compensating them with additional remuneration as a suitable incentive for working six days a week.
Regards,
B.Saikumar
From India, Mumbai
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