The document discusses strategies to improve employee retention, highlighting the importance of regular engagement activities, transparent performance management, and a supportive work environment. It emphasizes the need for organizations to conduct employee satisfaction surveys, provide career development opportunities, and foster effective communication. To reduce turnover, organizations should also evaluate their reward systems, address leadership issues, and conduct thorough exit interviews to understand employees' reasons for leaving.

1. Hanees UK

3. I really like the great Quote of Alexander –
“there is nothing impossible to him who will try”
Employee retention is one of the ‘Global headaches’ by
many Organisation as well as Recruiters. Hiring without
any expansion is showing the in effectiveness of talent
acquisition.
There are many internal/external factors which
would adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of
employees were leaving the Organisation in a rapid way.
Finally I came to know that, we can reduce the attrition
on a handsome margin if we look in to the following very
sincerely.

4. I. Regular Employee engagement activities
II. A transparent Performance Management System.
III. Re-evaluate Benefits, rewards and recognition policy.
IV. Employee friendly work environment.
V. Employee satisfaction survey on a regular basis.
VI. Presence of employee helps desk/ Relationship Dept.
VII. Employee career development program.
VIII. Regular Training.
IX. Education Assistance program.
X. Supporting & promote your Staff welfare schemes.
XI. Change the attitude of Autocratic Managers.
XII. Empowering employees.
XIII. Conduct an effective Exit Interview.

5. Regular Employee engagement
activities.

6. • It is very important to maintain the momentum of employee
engagement throughout an employee life cycle. From starting to end,
he/she should be boosted up through regular engagement activities.
There are many ways to engage your employees. Some of them are cost
involved and rest are cost free. Let me mention some of them.
• Effective communication leads to workers who look
more favorably towards their companies. Most important thing is to
communicate clearly with your employee regarding latest updates,
changes in policy etc on regular basis
• Employee connect program would be a better option for effectively
engaging the new joinee (pls
refer (https://www.linkedin.com/pulse/engage-your-employees-
without-any-cost-hanees-uk?trk=pulse_spock-articles).

7. • Let’s celebrate on their big days and festivals. It provides breaks from
monotony and stresses of everyday routine. Office celebrations offer an
opportunity to employees to bond and socialize. Common interests are,
thus, discovered and employees get to know each other much better.
Through this, we can improve the employee morale and boost up the
team spirit.
• Fun at work place: Let’s have some quiz program through intranet and
give some gift to the winner.
• Picnics/ Organizational trip to some places on a yearly basis.
• Employee performer/GEM of the month celebration (will mention in
detail on Rewards & Recognition program)

8. A transparent Performance
Management System.

9. • In early 1990s Performance Management System was not very common in
all Organisation. Now the scenario has been changed and Management is
very keen to implement PMS to achieve business strategy. Before
introducing PMS, ensure that it should be transparent and not according
to the traditional way of assessing an employee.
• There must be clear cut goals and employee should be involved in goal
setting objectives. They should be kept informed of our expectations.
Goals should be specific and reliable. A regular feedback and
performance reviews will always help them to grow and achieve the
aligned organizational target. Through a transparent PMS, we can
improve the morale and loyalty of employees.

10. Re-evaluate Benefits, rewards and
recognition policy

11. • Salary bench-marking will also play a vital role in employee
existence. Potential employees are more informed than ever about
the salaries paid for the same position at multiple companies. To
compete for talent, you must be aware of what the market is paying
for certain skills and develop fair and reasonable salary ranges in your
company.
• All employees will be rewarded on the basis of performance given by
individuals in the financial year. Through this we can ensure the
motivation, engagement, excel and retention. The Increment amount
/ % will vary every year on the basis of Company’s performance in
financial year and all employees will be appraised once in a year in
April.

12. • Rewards can be monetary & non monetary.
• Non-monetary rewards are the awards/appreciation letters
recognition that the employee receives for his/her performance.
• Monetary rewards are the salary increments / incentives the employee
receives.
• Incentives will be disbursed to some specific employees on
monthly/quarterly basis depends up on their target Vs achievement.
• The higher the rating the higher percentage of increment the
employee receives

13. Employee friendly work environment.

14. • Make them feel comfortable and friendly as much as possible since
they have been spending 70% of their life in your Organisation.
Build a stress free zone at your office by evading too many
restrictions and flexibility in working hours.
• I can see that many “Big Bosses” are spending much time in CCTV
monitoring instead of making business strategy. In Ireland the
covert monitoring of employees using CCTV is completely illegal
and employers using this tactic could face some serious disciplinary
action. The only time that an employer could justify the use of
CCTV to monitor staff would be under exceptional circumstances
“of a serious nature.”
• While framing any rules and regulations ensure that everything
should be employee friendly. Keep in mind that human psychology
always has a tendency to defend against restrictions.

15. Employee satisfaction survey on a
regular basis.

16. • There are many advantages for getting feedback from your
employee. Research shows that satisfied, motivated employees
will create higher customer satisfaction and in turn positively
influence organizational performance.
• Regular pulse checks of employee satisfaction and engagement are
critical. Take feedback from your employees to improve the
operational efficiency. Your employee can be a good judge of your
actions. Conduct a confidential employee survey and collect the
overall feedback about employee satisfaction, organizational
culture, employee engagement and salary.

17. Presence of employee helps desk/
Employee Relationship Dept.

18. • HR is the bridge between the employer and employee and this
make the role of HR department very important. There can be
small little issues at our workplace; with the seniors, colleagues,
juniors within Dept or dealing with customers, etc. This, if not
addressed at the right time, can be grown into a big problem/
dimension. These problems can also escalate in the absence of
people in a Department who might listen to their problem at
workplace, when they are actually not comfortable sharing it with
their Boss or Colleagues.
• Frame a Employee relationship Dept or Employee help Desk which
will listen, help, counsel and advise them accordingly, whenever
they have any genuine problem. This will definitely help to
decrease attrition.

19. Career development program.
Providing constructive career development opportunities to
employees will lead to gain many benefits to the Organisation. There
should be a clear Career path policy with in the Organisation which
will help to build the self confidence of the employee to stay long in
the Organisation. Attractive fast track promotion channel will also
reduce the attrition. Let’s retain the right talent and strengthen the
succession pipeline. A lot of hidden talents are always be there in any
Organisation. You can utilize their skills and expertise through
internal promotion /transfer or posting. Most important is that, you
should communicate this all to the employee on a regular interval.

20. Regular Training.

21. • Training and developments are very vital in any Organisation that
aims at progressing. Nowadays all the Organizations have to invest
more into Training and capability building. A recent survey
indicates that 40 per cent of employees who receive poor job
training leave their positions within the first year. Incorporating
training and professional development can promote greater job
satisfaction, which may lead to employee loyalty and higher
productivity.
• Employee must be provided with regular coaching and guidance in
such a manner to boost up their confidence. There should be
regular motivation, leadership, product training irrespective of all
the roles.

22. Education Assistance program.
Most of the new generation Banking and Financial Companies (ICICI &
South Indian Bank just started) have invented in house talent
cultivating system through their own Institutes. If we do not have such
infrastructure, we may give education support to our employees as aid
to up skill and make them future ready. It will ensure the retention for
a period of about 3-4 years. We can ask those who opted for the
scheme to serve the organisation at least 3 /4 years. It can be partial
scholarship / reimbursement programme.

23. Supporting & promote your Staff
welfare schemes.
Staff welfare is perceptibly a cost involved and increase your
Companies operation cost. Let’s make them aware about the
various welfare schemes we are providing. Employee flows will never
be an ending process. So it’s very essential that every employee should
know about the staff welfare schemes that you have provided.
Organisation has spend lot in terms of staff welfare measures. So it’s
HR duty to promote and educate your staff welfare schemes within
your employee in a useful manner..

24. Change the attitude of Autocratic
Managers.

25. • “People Don’t Leave Companies…They Leave Leaders”. As the
thought indicates, most of the employees leave the Organisation
due to poor Leadership qualities of their superiors. HR should
identify the gap between these two and make them comfortable in
a diplomatic way. We need to enhance the capability of a team
Leader and make them fit for leading a team. If necessary, change
their attitude towards employee and the way of speaking and
action etc with counseling. Make them understand about the
importance to establish a safe place where employees can voice
their opinions without fear of how their honesty will affect their
position.

26. Empowering employees.
So many companies are built on top-down communication from
management. Give employees structured ways to make their
thoughts, feelings and observations. Micromanagement activities will
always lead the emotion like irritation and stress feeling to the
employee. Give them flexibility, encourage in their failures and
respect their boundaries. While you want to push your employees to
embrace new experiences, you don’t want to shove them so far out of
their comfort zone that it becomes a negative experience.

27. Conduct an effective Exit Interview.

28. • Regret to inform you that, my past organisation has a high
attrition. Later we have observed that the exit interview has not
been done in a proper way. All they have done is just for a
formality. We should thoroughly try to find out the exact reason
while conducting exit interviews. Through this we can retain at
least 18% of employees (As per survey/studies).
• All the above mentioned inclines are correlated with each other in
one and another way. And also success depends upon the action. It
is easy to frame a policy, but the execution level will decide the
final result. So why you are waiting…let’s do this and make your
Company as Best Places to Work forever!!!
• Please share your valuable feedback to pnr478@gmail.com.

29. Thank You