Do you work for the HR department of a company? Do you feel that the employee attrition rate is too high for your liking? Is your management forcing you to bring the attrition rate down? Are you seeking ways to curb the employee attrition rate in a manner that offers lasting results? If you answered yes to all these questions, here is a list of things you can do to control the attrition rate.
Better Communication Channels: Your first step should be to ensure that every employee has the liberty to speak their mind. Create an internal forum or hold meetings with employees regularly to ensure they are not feeling hostile towards the company. You can also create a drop box where employees can leave an anonymous message regarding their bosses, management, or anything else they don’t like without revealing their identity.
Reduce Targets: In most cases, people leave companies that have too high or unachievable sales or service-related targets. To address this problem, HR can review data of employees working in one division. If most employees are able to achieve the targets and one employee is unable to, then you need to motivate and train that employee. If most employees in a single division are unable to meet the respective targets, then you need to lower the targets after conferring with management.
Offer Retention Bonuses to Employees: If most employees are leaving your organization, including some senior players, you can adopt the strategy of offering retention bonuses. Ensure that the most senior people receive the highest retention bonus, and junior ones also receive a decent amount. You can also make the retention bonus a part of the employee's yearly bonus and give it regularly if you need skilled workers to stay for the long run.
Shuffle Teams: You can also reduce attrition rates by shuffling teams within the organization. This step will ensure that nobody works just to please a boss and no manager has absolute control over the career growth of an employee. Ensure that employees are given the choice to change their team and only those who ask for it are shuffled. A forced team change may prompt an employee to leave the organization, so be very careful with the shuffling process.
Improve Infrastructure: Many employees leave a company when they think the infrastructure is not up to the mark. HR should ensure that basic amenities like pure water and a clean environment are taken care of so that every employee comes to the office with a smile and has access to all basic necessities like proper laptops and power backup, which help them do their job efficiently.
Exit Interviews: If you notice that the employee attrition rate has increased significantly, perhaps you need to change your style of conducting exit interviews. The reason for attrition may be as simple as not getting enough appreciation in the company, and you can resolve it by asking employees to speak freely during the exit interview.
Initial Interviews: The fault may also lie in the initial recruitment process. You may be hiring employees who just want to use your company as a springboard and have no long-term plans. You can rectify this problem by hiring candidates with a stable job record and avoiding hiring job hoppers, regardless of pay grade differences. Ensure you hire only those employees who have their future carefully planned, like those who wish to grow with the organization rather than just earn a huge salary.
Got any more employee retention ideas? Please share them with others too.
From India, Delhi
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3Better Communication Channels: Your first step should be to ensure that every employee has the liberty to speak their mind. Create an internal forum or hold meetings with employees regularly to ensure they are not feeling hostile towards the company. You can also create a drop box where employees can leave an anonymous message regarding their bosses, management, or anything else they don’t like without revealing their identity.
Reduce Targets: In most cases, people leave companies that have too high or unachievable sales or service-related targets. To address this problem, HR can review data of employees working in one division. If most employees are able to achieve the targets and one employee is unable to, then you need to motivate and train that employee. If most employees in a single division are unable to meet the respective targets, then you need to lower the targets after conferring with management.
Offer Retention Bonuses to Employees: If most employees are leaving your organization, including some senior players, you can adopt the strategy of offering retention bonuses. Ensure that the most senior people receive the highest retention bonus, and junior ones also receive a decent amount. You can also make the retention bonus a part of the employee's yearly bonus and give it regularly if you need skilled workers to stay for the long run.
Shuffle Teams: You can also reduce attrition rates by shuffling teams within the organization. This step will ensure that nobody works just to please a boss and no manager has absolute control over the career growth of an employee. Ensure that employees are given the choice to change their team and only those who ask for it are shuffled. A forced team change may prompt an employee to leave the organization, so be very careful with the shuffling process.
Improve Infrastructure: Many employees leave a company when they think the infrastructure is not up to the mark. HR should ensure that basic amenities like pure water and a clean environment are taken care of so that every employee comes to the office with a smile and has access to all basic necessities like proper laptops and power backup, which help them do their job efficiently.
Exit Interviews: If you notice that the employee attrition rate has increased significantly, perhaps you need to change your style of conducting exit interviews. The reason for attrition may be as simple as not getting enough appreciation in the company, and you can resolve it by asking employees to speak freely during the exit interview.
Initial Interviews: The fault may also lie in the initial recruitment process. You may be hiring employees who just want to use your company as a springboard and have no long-term plans. You can rectify this problem by hiring candidates with a stable job record and avoiding hiring job hoppers, regardless of pay grade differences. Ensure you hire only those employees who have their future carefully planned, like those who wish to grow with the organization rather than just earn a huge salary.
Got any more employee retention ideas? Please share them with others too.
From India, Delhi
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Dear Talent Magnifier,
You have provided a write-up on how to reduce employee attrition. Have you implemented the above-mentioned points in your company or your client's company? If yes, what were the results?
Members of this forum would be thankful if you could provide information on where you implemented the above points, the attrition rates before and after implementation, and any other relevant details.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
You have provided a write-up on how to reduce employee attrition. Have you implemented the above-mentioned points in your company or your client's company? If yes, what were the results?
Members of this forum would be thankful if you could provide information on where you implemented the above points, the attrition rates before and after implementation, and any other relevant details.
Thanks,
Dinesh Divekar
From India, Bangalore
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Effective employee retention strategies-BPO. doc
Attrition Control and Retention Strategies for Changing times.ppt