This document outlines an employee retention strategy to encourage employees to remain with an organization. It discusses maintaining employee performance and productivity by managing turnover, establishing goodwill, and keeping costs low. Reasons for employee departure include inadequate pay, lack of appreciation, and poor work-life balance. The strategy proposes competitive compensation, comprehensive benefits, engagement activities, a supportive work environment, training opportunities, and ensuring proper hiring to boost retention. The key is implementing a retention plan before employees decide to leave.

1. Employee Retention
Strategy
Presented by -
Vandana Dwivedi

2. A process in which the employees are
encouraged to remain with the
organization for the maximum period
of time or until the completion of the
project.
Employee Retention

3. • Cost and time effective.
• Goodwill of company.
• Maintain the relationship between employee and employer.
• Manage employee turnover.
• Helps in company’s growth.
• Maintain performance and productivity.
• Increases morale of employees.
Importance of employee retention

4. • Inadequate pay.
• Conflict within the organization.
• Communication gap between the employee and management.
• Work environment.
• Lack of appreciation and support.
• Stress from overwork.
• Low job satisfaction.
• Poor HR practices.
• New job offers.
Reasons why employees leave

5. “We can‘t stop employees from leaving
unless we have a plan to make them
stay."

6. Employee Retention Strategy
Compensation
Manage the salary
cycle
Well-Rounded
Benefits
Raises, Bonuses
and Awards

7. Employee Retention Strategy
Employee
Engagement
Engage employee with activities
Reduce the communication Gap
Give feedback on performance
Keep their Morale High
Training & development program

8. Employee Retention Strategy
Workenvironment
Make employee feel valued
Transparent work culture
Stop office rumors
Become a great place to work
Work life balance
Provide flexible work place

9. Employee Retention Strategy
Provide growth opportunities
Have faith in them, trust & respect
Annual reviews cycles
Exit Interview
Hire right person in right place
Others

10. Start the retention process when
the person is still open to staying
and not after they have already
told you they are leaving.
Thank You