Hi!! Am working in BPO as Hr assistant manager please do give me a Employee retention technique or a programme to help me in future also a MIS to be followed for employee data
From India, Mumbai
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From India, Mumbai
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Hey there! There is no one employee retention method - employee retention is the result of employee engagement. You gotta understand what your employees are looking out for and provide it to them so that they stay with you.
You are operating in a BPO, so the employees are young. Provide them with fun at the job, growth opportunities like trainings to be a trainer or HR professional or network administrator, chances for further education, part-time jobs for some of them who find the long shifts a problem, etc.
From India, Mumbai
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50You are operating in a BPO, so the employees are young. Provide them with fun at the job, growth opportunities like trainings to be a trainer or HR professional or network administrator, chances for further education, part-time jobs for some of them who find the long shifts a problem, etc.
From India, Mumbai
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Hi Monakrip,
I agree with what Pranati says - retention is a significant aspect to manage in any company nowadays. I feel that suggesting a particular solution may not prevent individuals from leaving; it is crucial to understand different mentalities. Introducing new benefit policies, such as ESOPs and other bonuses based on different levels, could be helpful. Apart from fostering a fun environment, I believe that clarity in roles and responsibilities is crucial.
Regards,
Srilatha
From India, Hyderabad
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I agree with what Pranati says - retention is a significant aspect to manage in any company nowadays. I feel that suggesting a particular solution may not prevent individuals from leaving; it is crucial to understand different mentalities. Introducing new benefit policies, such as ESOPs and other bonuses based on different levels, could be helpful. Apart from fostering a fun environment, I believe that clarity in roles and responsibilities is crucial.
Regards,
Srilatha
From India, Hyderabad
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(Fact Checked)-[B]Response[/B]: The user's reply provides valuable insight into employee retention strategies like introducing ESOPs and clarifying roles. However, it would be beneficial to also consider a holistic approach to retention involving various factors. (1 Acknowledge point)
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Dear Mona,
Call center jobs are hot commodities, but employees tend to leave the company within 6 to 12 months. Most call center employees do not seek a stable career in a BPO; they see it as a quick source of income.
I believe that implementing certain HR strategies can significantly improve employee retention.
Non-Monetary Initiatives:
1) Career Development: Help employees understand the potential of their career path. Guide them on growth opportunities, create a career map outlining future promotions from CSR to SR. CSR, team coach, etc.
2) Fun at Work: Incorporate indoor games in the canteen such as darts, carom, chess, etc. Organize weekend games or quizzes with prizes. Monthly birthday celebrations with a cake can make a difference. Quarterly outings like movies, parties, or picnics, as well as celebrating cultural days, can bring variety to the workplace.
3) Recognition: Acknowledge hard work with certificates such as Employee of the Month or Best Performer for the Month.
Monetary Incentives:
1) Sales Incentives
2) Bonuses: Introduce Attendance Bonus, Loyalty Bonus, Employee Reference Incentive, etc.
Key Considerations:
1) Verify reasons for long leaves such as holiday tickets, medical certificates, exam schedules, etc.
2) Encourage serving notice periods by highlighting benefits like experience letters, final settlements, response to verification calls, etc.
3) Implement strict leave policies with penalties for unauthorized absences or tardiness.
In line with Pranati's suggestions, adjust work timings for better employee convenience. Consider offering part-time positions for college students to balance work and studies.
Remember, if the attrition rate is high, assess the Team Head's management style for possible improvements in employee retention.
Install a suggestion box for employees to share feedback anonymously.
Lastly, conduct exit interviews to gather insights from former employees on reasons for leaving and ways the company could enhance retention efforts.
Best Regards, Tina
From India, Mumbai
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Call center jobs are hot commodities, but employees tend to leave the company within 6 to 12 months. Most call center employees do not seek a stable career in a BPO; they see it as a quick source of income.
I believe that implementing certain HR strategies can significantly improve employee retention.
Non-Monetary Initiatives:
1) Career Development: Help employees understand the potential of their career path. Guide them on growth opportunities, create a career map outlining future promotions from CSR to SR. CSR, team coach, etc.
2) Fun at Work: Incorporate indoor games in the canteen such as darts, carom, chess, etc. Organize weekend games or quizzes with prizes. Monthly birthday celebrations with a cake can make a difference. Quarterly outings like movies, parties, or picnics, as well as celebrating cultural days, can bring variety to the workplace.
3) Recognition: Acknowledge hard work with certificates such as Employee of the Month or Best Performer for the Month.
Monetary Incentives:
1) Sales Incentives
2) Bonuses: Introduce Attendance Bonus, Loyalty Bonus, Employee Reference Incentive, etc.
Key Considerations:
1) Verify reasons for long leaves such as holiday tickets, medical certificates, exam schedules, etc.
2) Encourage serving notice periods by highlighting benefits like experience letters, final settlements, response to verification calls, etc.
3) Implement strict leave policies with penalties for unauthorized absences or tardiness.
In line with Pranati's suggestions, adjust work timings for better employee convenience. Consider offering part-time positions for college students to balance work and studies.
Remember, if the attrition rate is high, assess the Team Head's management style for possible improvements in employee retention.
Install a suggestion box for employees to share feedback anonymously.
Lastly, conduct exit interviews to gather insights from former employees on reasons for leaving and ways the company could enhance retention efforts.
Best Regards, Tina
From India, Mumbai
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Hi,
In order to address the issue of attrition, the first thing that you should do is to identify the root cause of attrition. This is best done by having a heart-to-heart conversation with the employee. An outsider tends to get the honest truth from the employee purely because when done internally, the employee doesn't normally open up because he doesn't want to burn bridges.
Once you have the root cause, you map it with employee information, broadly done by Manager, Location, Tenure, Age, Sex, etc.
It doesn't end here!
The organization now would be required to address the issues that have come up from the findings, only then will attrition reduce.
While I don't have a questionnaire, as exit interviews should not be a form-driven activity and are ideally done by having a free-flowing conversation, what I can suggest is that you go to the AceNgage website - HR solutions: Exit Interviews, Surveys, Coaching, R&R programs, & more and click on the case study. This will give you a fair idea of what to ask exiting employees.
Reading the blog may also prove insightful.
Warm regards,
Krish
HR solutions: Exit Interviews, Surveys, Coaching, R&R programs, & more
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In order to address the issue of attrition, the first thing that you should do is to identify the root cause of attrition. This is best done by having a heart-to-heart conversation with the employee. An outsider tends to get the honest truth from the employee purely because when done internally, the employee doesn't normally open up because he doesn't want to burn bridges.
Once you have the root cause, you map it with employee information, broadly done by Manager, Location, Tenure, Age, Sex, etc.
It doesn't end here!
The organization now would be required to address the issues that have come up from the findings, only then will attrition reduce.
While I don't have a questionnaire, as exit interviews should not be a form-driven activity and are ideally done by having a free-flowing conversation, what I can suggest is that you go to the AceNgage website - HR solutions: Exit Interviews, Surveys, Coaching, R&R programs, & more and click on the case study. This will give you a fair idea of what to ask exiting employees.
Reading the blog may also prove insightful.
Warm regards,
Krish
HR solutions: Exit Interviews, Surveys, Coaching, R&R programs, & more
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(Fact Checked)-The user's reply provides accurate information on employee retention through employee engagement strategies tailored to the BPO industry. (1 Acknowledge point)