8/11/2019 How to Stop Employees From Leaving Your Organisation

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9/7/2014 How to Stop Employees from Leaving Your Organisation?

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Nidhi Arora

rganisation?

The human resource department of any organisation has to face a number of challenges

in various respects. Employee attrition being one such major problem that requires much

devoted attention in order to avoid unwanted complexities. Before we go deeper with ou

insights on how to control attrition, we must know what exactly is meant when we sa

employee attrition in an organis ation. Employee attrition in the context of an organis atio

simply means the reduction of the physical workforce due to various reasons like

involuntary terminations, retirement etc. Thus it goes without saying that attrition can be a

reason for crisis ins ide an organisation. Controlling attrition may not be a very sim ple

process but it is achievable by following a methodical procedure that the Human

Resource management usually reclines for the same.

1. Offering fair and viable remuneration can be a very basic and necessary factor. Reasonable compensation, howeve

does not alone assure employee loyalty, but if an organisation offers wages that is below the normal standards, makes way more probable that employees will look for opportunities to work som ewhere else. In fact, statistics show that if income

from a particular organisation lags behind that of others across the city, employees are likely to discontinue. To hold on to

employees, regular reviews of the salaries must be conducted.

2. It is necessary to remember that it is extremely important to concentrate on the benefits offered. There are certain things

that make workers tick that go beyond salary. However having s aid that benefits are not the prim ary requisite that can make a

worker stick to an organisation but if they are not proper then a worker is not likely to stick to an organization if he has a bette

alternative.

3. You must train your frontier supervisors , managers and administrators. It goes without saying that if the supervisors and

managers are not properly tuned with their subordinates then a healthy working atmosphere is not poss ible. It is very rightlsaid that an employee does not leave an organisation; he actually leaves his bosses. Thus it is extremely important for an

organisation to have a proper relationship between people.

4. Roles and respons ibilities should be clearly defined. You should develop a formal job description that would be clarifying

the characteristics for a particular post .You must get it abs olutely spot on for your employees about what is expected of them

on a daily basis, they must be well informed about the decisions they are allowed to make on their own, and about the

concerned person to whom they would report.

5. The human resource division must endow with sufficient development opportunities. To promote employee loyalty, a

career ladder mus t be put into practice and the employees mus t be informed what they should perform in order to achieve a

promotion. Regular performance appraisal must be done to know about the strength weakness and other aspect oemployee performance.

6. Another very effective procedure to control attrition is making someone answerable for retention. The human resource

division should measure your turnover rate and hold someone responsible for reducing it. The biggest issue with too man

work places is nobody is held accountable for the departure of employees and so nothing is done to encourage retention.

8. This one is probably the most important and yielding thing to be done to control attrition is to conduct regular employee

survey .It is the best way to know about the state of the employees mind by talking with them.

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