8/11/2019 How to Stop Employees From Leaving Your
Organisation
1/1
9/7/2014 How to Stop Employees from Leaving Your
Organisation?
http://smallenterpriseindia.com/index.php?option=com_content&view=article&id=341:how-to-stop-employees-fromleaving-your-organisation&catid=61:hr&Itemid=92
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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