This document discusses techniques for increasing employee retention in organizations. It identifies reasons for employee attrition such as lack of growth opportunities, monotonous work, and better job opportunities elsewhere. The document then outlines several strategies organizations can use to improve retention, including increasing employee engagement, recognizing performance, implementing training programs, focusing on team building, and ensuring good manager attitudes. Effective communication between managers and employees is also emphasized.

1. PRESENTED BY:
Himanshu Singh

2. Employee retention is 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 is beneficial for the organization as well as the employee.
reasonS for increasing employee attrition
if they are either unhappy with their job, or feel that they have
not got enough from the company.
monotonous tasks
 odd working hours
 lack of growth
 jobs have also become easily accessible.

3.  Hiring new employees requires good amount of time and money
 There is always a risk if the new employee selected will adjust to the new
environment, his dedication and work efficiency etc.
 Resignations are quite infectious.
 There is loss of knowledge
 Relationship with customers is affected..
higher retention rate helps to build goodwill of the company

4. Increase Employee Engagement
Ensure that the employees have a clear understanding of their roles and
responsibilities in the organization.
Employees can also be offered to head larger teams, be involved in forecasting and
goal setting for the company, and also be allowed to make more meaningful decisions
at their own level
 Ensure that the employees feel valued for their contributions, and have high job
satisfaction.
Increasing employee engagement helps to develop emotional connection,
enthusiasm among the employees.

5. MOTIVATE EMPLOYEES
 offer the employee perks and incentives, along with added
frills like employee stock options, bonuses and other monetary
gains.
give an employee a chance to grow within the organisation.
 show your employees that you value them and they are
irreplaceable.
provide employees with flexible working hours, work from
home facility, and education at work.
to involve and support employees in achieving organizational
goals.
Find out what are the things that demotivate employees.

6. Implement a well-designed assessment and
selection process
Include behavioral assessments and structured
behavioral interviewing techniques
ensure that the skill set of the people match with
the available profile.
identify the required traits, competencies, skill-
sets and personality-related competencies, if any.
assess a potential employee’s communication
skills.
understand a candidate’s level of expertise in the
context of the job being applied for.
hold employees satisfaction surveys time to time.

7. Recognition of Performance
openly recognizing the performance, initiative, and good work increases
the morale and motivates the employee to work more productively.
cash benefits like extra payment for extra load bearing, regular
increments, and other cash benefits on specific occasions.
 Non cash benefits like job rotation, skill enhancement, etc., can also be
exercised.
Appreciating the performance.

8. Focus On Team Building
Promoting team culture helps to actively
involve all employees in achieving the goals
and in overall success of the organization.
Team building promotes team work and
team effort that help them to tackle work
pressure.
help to reduce workplace conflicts
between team members as they work in a
team.
provide a competitive advantage to
organization.

9. managers attitude
Explain why.
Show that you care.
Listen before you speak.
Say what you mean and mean what you say.
Be fair.
Engage and encourage people to come up with their own solutions.
Promote this: "You have the right to disagree, but you should never be disagreeable".

10. Communicating with Employees
It will keep the management informed about whether he is happy in the job or
not.
 It will also keep them keyed in into the fact whether an employee is planning
to leave.
Improve manager and employee relationships
Show your employees you care about their lives both inside and outside of
the office.
Ensure that the environment in which they are working is one that
encourages and motivates

11. Implement programs for employee
training and development
Shows willingness of an organization to develop their people
.
Providing opportunities for improvement and growth.
It makes an employee more loyal towards an organization
It makes the employees mobile & versatile
It helps employees to gain acceptance
OTER TECHNIQUES
Exit interviews
Retention interviews
Focus groups and surveys

12. Factors essential for making retention
techniques effective
• Clarity of role•
Good Managers/Supervisors
• Open and transparent culture
• Talent management and skill utilization
• Learning and growth opportunities
• Communication and contact
• Employee appreciation

13. CONCLUSION
Employees are a valuable asset to any organization. It is essential to protect this vital
resource as talented and motivated employees play a crucial role in overall growth and
success of the organization.
Focusing on employee retention techniques can positively impact the organization as it
increases employee productivity, performance, quality of work, profits, and reduces
turnover and absenteeism.
 Effectively creating an engaging environment, recognizing good performance, giving
benefits and rewards, promoting mutual respect are some of the ways for effective
employee retention.