Dear
now for worth candidates lots of oppotunities, so we can't control the attrition , but..... we can.
before recruiting the candidate u should get the total information from the candidate( family background +education + his aim).
u already now this point. but think the above point and get the week point from candidate and u can do miracles.
byee
From India
now for worth candidates lots of oppotunities, so we can't control the attrition , but..... we can.
before recruiting the candidate u should get the total information from the candidate( family background +education + his aim).
u already now this point. but think the above point and get the week point from candidate and u can do miracles.
byee
From India
hello
as a part of my summer project i have made an analysis of the reasons leading to attrition in several industries... i would like to give out certain findings of my study...
though there is normal notion that employees leave due to the unhealthy climate prevailing within the organisation, this may not be a major factor.
money, fast track growth and development opportunities coupled with greater learning opportunities is what employees dream of...
though there is no clear cut formula to solve the problem of attrition, some amount of control can be exercised by regularly evaluating the hr strategies adopted by the industry. bridging the gap between the company adopted and the benchmark practices of the industry (globally)is what makes the difference.
linking of the results of exit interview to design the recruitment policy of the organisation is another alternative.
though one can list down several solutions to sort out the problem of attrition, ultimately it is the industry in which the company operates matters.
hope this information was useful
regards
natasha
From India, Hubli
as a part of my summer project i have made an analysis of the reasons leading to attrition in several industries... i would like to give out certain findings of my study...
though there is normal notion that employees leave due to the unhealthy climate prevailing within the organisation, this may not be a major factor.
money, fast track growth and development opportunities coupled with greater learning opportunities is what employees dream of...
though there is no clear cut formula to solve the problem of attrition, some amount of control can be exercised by regularly evaluating the hr strategies adopted by the industry. bridging the gap between the company adopted and the benchmark practices of the industry (globally)is what makes the difference.
linking of the results of exit interview to design the recruitment policy of the organisation is another alternative.
though one can list down several solutions to sort out the problem of attrition, ultimately it is the industry in which the company operates matters.
hope this information was useful
regards
natasha
From India, Hubli
Hi Natasha,
It is indeed useful.It would be good if you share some more facts and the solutions too.Many benefit from such discussions.
Thanks ,
Have a GR8 Day!
Sujatha
"Work is an expression of who you are, so who you are needs to be worked at."-SJV
From India, Bhilai
It is indeed useful.It would be good if you share some more facts and the solutions too.Many benefit from such discussions.
Thanks ,
Have a GR8 Day!
Sujatha
"Work is an expression of who you are, so who you are needs to be worked at."-SJV
From India, Bhilai
Hi all,
I am enclosing the details on Stay Interview,hope it hepls.
STAY INTERVIEW:
Definition: It is an interview which is conducted for an employee, to study reasons for departure to fix the problems way before employee actually decides to quit the organization.
Now, the question arises what is the need for stay interviews, the answer lies in the failure of exit interview. Exit interview, originally a product of IT and ITES companies are conducted by the human resource professionls, to map out major dis - satisfaction issues. The process was usually routine without much depth or a serious view into the reasons behind departures. Usually once the employee has decided to leave a company, it was observed that they speak up sometimes events which may not have happened in real, but because of dis-satisfaction or some other offers which the candidate has received, the feedback may not be true. Another major flaw is that exit interviews provide information to the employers, but reacting after the breakdown has occurred is always been considered an ineffective management practice. Whereas more insight can be can be gained from stay interviews. The organization can gain a powerful inner view by hearing what key employees working for the organization have to say about life as a part of the company. Whats working? Whats not? How vulnerable are you to current employees leaving?
The same members of the exit interview team, comprising of an HR professional and the HOD can conduct interviews with current employees. Pick them at random or use a system to select people for calls. Whether they still exist because the right opportunity hasnt come along or because they really want to stick around, these people have important insights to share with. Stay Interviews can find out what employees are thinking and feeling.
Benefits:
Employees get a feel of personal touch. No internet yes/no forms or questionnaires. Personal communication that is comfortable for the interviewee assures a human touch and the opportunity to be well represented.
Behavioral interviewing techniques are used. The unique approach employers using behavioral interviewing draw out more insight from the employee. Instead of just shallow responses, this produces in-depth reports to give more to work with the internal problem solving.
The concept is based on the Hawthorne Effect, which states that people who are given attention are motivated lot. Lend people an ear and they feel good about being heard. While Exit interviews are more of a post mortem exercise, stay interviews give valuables that help in strengthening the system.
Stay interviews are deliberated to be defensive .Interviews are focused on key people those in positions of importance, management or business risk. Stay interviews determine the reasons why your key people are staying with your company. Stay interviews are adapted to the companys needs. Interviews are typically held one on one, for discretion and affinity.
Hold a stay interview and hope you will never have to do a exit interview for that candidate atleast. Stay interviews can help wipe off an employees verdict to quit a job.
Holding a one one interaction with your employee, you can discover their stance about their position and reveal what might make them continue. Stay interview can be used with a discontented worker and also to keep on apex of the needs of an apparently contented employee. In fact, a stay interview can prevent a happy employee from becoming unhappy. Asking questions about how they feel about their job and career path.
Stay interviews questions could include:
What do you like about your work?
Till now how you find your experience in this company?
Is there anything you would like to change about your job?
What would keep you here?
What makes for a great day at work?
What do want to learn this year?
How about your team or department?
Am I using your talents? Fully?
What kind of recognition do you prefer?
The focus of stay interview should always be on the following points:
Why do you stay at this organization?
What would make you leave?
What motivates you to excel in your position?
What should we do to ensure that you would stay?
Stimulating questions such as these will prove helpful and highly favorable. This in turn will ensure that we take necessary action to keep those star employees from moving on to other opportunities. Avoid turnover and boost morale at the same time with Stay Interview.
From India, Hyderabad
I am enclosing the details on Stay Interview,hope it hepls.
STAY INTERVIEW:
Definition: It is an interview which is conducted for an employee, to study reasons for departure to fix the problems way before employee actually decides to quit the organization.
Now, the question arises what is the need for stay interviews, the answer lies in the failure of exit interview. Exit interview, originally a product of IT and ITES companies are conducted by the human resource professionls, to map out major dis - satisfaction issues. The process was usually routine without much depth or a serious view into the reasons behind departures. Usually once the employee has decided to leave a company, it was observed that they speak up sometimes events which may not have happened in real, but because of dis-satisfaction or some other offers which the candidate has received, the feedback may not be true. Another major flaw is that exit interviews provide information to the employers, but reacting after the breakdown has occurred is always been considered an ineffective management practice. Whereas more insight can be can be gained from stay interviews. The organization can gain a powerful inner view by hearing what key employees working for the organization have to say about life as a part of the company. Whats working? Whats not? How vulnerable are you to current employees leaving?
The same members of the exit interview team, comprising of an HR professional and the HOD can conduct interviews with current employees. Pick them at random or use a system to select people for calls. Whether they still exist because the right opportunity hasnt come along or because they really want to stick around, these people have important insights to share with. Stay Interviews can find out what employees are thinking and feeling.
Benefits:
Employees get a feel of personal touch. No internet yes/no forms or questionnaires. Personal communication that is comfortable for the interviewee assures a human touch and the opportunity to be well represented.
Behavioral interviewing techniques are used. The unique approach employers using behavioral interviewing draw out more insight from the employee. Instead of just shallow responses, this produces in-depth reports to give more to work with the internal problem solving.
The concept is based on the Hawthorne Effect, which states that people who are given attention are motivated lot. Lend people an ear and they feel good about being heard. While Exit interviews are more of a post mortem exercise, stay interviews give valuables that help in strengthening the system.
Stay interviews are deliberated to be defensive .Interviews are focused on key people those in positions of importance, management or business risk. Stay interviews determine the reasons why your key people are staying with your company. Stay interviews are adapted to the companys needs. Interviews are typically held one on one, for discretion and affinity.
Hold a stay interview and hope you will never have to do a exit interview for that candidate atleast. Stay interviews can help wipe off an employees verdict to quit a job.
Holding a one one interaction with your employee, you can discover their stance about their position and reveal what might make them continue. Stay interview can be used with a discontented worker and also to keep on apex of the needs of an apparently contented employee. In fact, a stay interview can prevent a happy employee from becoming unhappy. Asking questions about how they feel about their job and career path.
Stay interviews questions could include:
What do you like about your work?
Till now how you find your experience in this company?
Is there anything you would like to change about your job?
What would keep you here?
What makes for a great day at work?
What do want to learn this year?
How about your team or department?
Am I using your talents? Fully?
What kind of recognition do you prefer?
The focus of stay interview should always be on the following points:
Why do you stay at this organization?
What would make you leave?
What motivates you to excel in your position?
What should we do to ensure that you would stay?
Stimulating questions such as these will prove helpful and highly favorable. This in turn will ensure that we take necessary action to keep those star employees from moving on to other opportunities. Avoid turnover and boost morale at the same time with Stay Interview.
From India, Hyderabad
Hi ,
Thanx Rahul, for the write up....
Employers should be concerned about the welfare of their employees.One disgruntled employee leaving an Organisation is and will set a bad opinion about the image of the company. They are bound to talk badly about the company and this negative advt may cost a company a lot :
1) capable staff may leave or start searching for other options.
2) The existing staff may become restless and may start choosing sides...
All this is counter productive for the benefit of any Company.
Also it is found that people being moved into higher level should be having a strong value base.Integrity is a very important factor. Also they should be aware and very sure about their observations and reading about their juniors.For lack of understanding/vocabulary or sheer arrogance at the Supervisory / Managerial levels some exiting employees are misunderstood or misjudged.And some exiting employees, as you say Rahul, give false feedback create confusion and leave.All this kind of ego-mess should be avoided and so the values of every employee matter.
Wonderful write up.Thank you and yes I have to read and re-read to assimilate fully and to be able to look at issues from all sides/angles or views in any situation.
Have a GR8 Day!
"Work is an expression of who you are, so who you are needs to be worked at."-SJV
Sujatha
From India, Bhilai
Thanx Rahul, for the write up....
Employers should be concerned about the welfare of their employees.One disgruntled employee leaving an Organisation is and will set a bad opinion about the image of the company. They are bound to talk badly about the company and this negative advt may cost a company a lot :
1) capable staff may leave or start searching for other options.
2) The existing staff may become restless and may start choosing sides...
All this is counter productive for the benefit of any Company.
Also it is found that people being moved into higher level should be having a strong value base.Integrity is a very important factor. Also they should be aware and very sure about their observations and reading about their juniors.For lack of understanding/vocabulary or sheer arrogance at the Supervisory / Managerial levels some exiting employees are misunderstood or misjudged.And some exiting employees, as you say Rahul, give false feedback create confusion and leave.All this kind of ego-mess should be avoided and so the values of every employee matter.
Wonderful write up.Thank you and yes I have to read and re-read to assimilate fully and to be able to look at issues from all sides/angles or views in any situation.
Have a GR8 Day!
"Work is an expression of who you are, so who you are needs to be worked at."-SJV
Sujatha
From India, Bhilai
Hello, The concept of Stay Interview seems to be quite interesting. I wud appreciate if you can provide more details with any specific company example. Thanks, Sam Amose
Hey Rahul, Thx for the info.. really helped. By the way am new to this site. Finding my way around. Very informative discussion guys. :-)
Hi guys
Stay Interview is that whcich we need to do it with the advisor during his stay. I would personally suggest you to have a one on one without fail fortnight once and grade the advisors as red amber and green based on health issues, taking more leaves low productivity etc and address red advisors and if possible ask your manager or HR team to address and have an offiline discussion with them.
I hope it works.
From India, Madras
Stay Interview is that whcich we need to do it with the advisor during his stay. I would personally suggest you to have a one on one without fail fortnight once and grade the advisors as red amber and green based on health issues, taking more leaves low productivity etc and address red advisors and if possible ask your manager or HR team to address and have an offiline discussion with them.
I hope it works.
From India, Madras
Hi All,
I would definitely agree with what Rahul and Sujatha have to tell. However I would like some light on a few questions on the same. Rahul's take on stay interview is good enough but I still have my doubts. For I have personally felt that information that is being shared with HR is not valued from a neutral perspective and most of the employees hesitate with coming up with the issues. Exit interview helps in this case however the possiblity of a negative interview always looms at large. Now the second issue at hand is the SWOT analysis. Somehow I personally feel that SWOT may lead a mindset that analysis is complete and usually stop us from looking at alternative measures.( yellow glass makes things look yellow). Is there an alternative suggestion that can get run a defect analysis and run straight to the heart of the issue (higher rate of attrition). kindly help me in arriving at a solution at the earliest.
From India, Bangalore
I would definitely agree with what Rahul and Sujatha have to tell. However I would like some light on a few questions on the same. Rahul's take on stay interview is good enough but I still have my doubts. For I have personally felt that information that is being shared with HR is not valued from a neutral perspective and most of the employees hesitate with coming up with the issues. Exit interview helps in this case however the possiblity of a negative interview always looms at large. Now the second issue at hand is the SWOT analysis. Somehow I personally feel that SWOT may lead a mindset that analysis is complete and usually stop us from looking at alternative measures.( yellow glass makes things look yellow). Is there an alternative suggestion that can get run a defect analysis and run straight to the heart of the issue (higher rate of attrition). kindly help me in arriving at a solution at the earliest.
From India, Bangalore
Hi All,
I appreciate the responses from one and all on attrition control. What ever name you call it, attrition, virus of attrition or any other name some one may give. However it is required for the industry may it be BPO, IT or Manufacturing. As the bit of STRESS is required for every human being to live happily so is the Attrition for INDUSTRY.
Just imagine that attrition goes down (2-5% per year as like manufacturing) in BPO, IT and ITEs whole economical presumptions will collpase to big extent. Wherefrom new ideas and suggestions would come? The flow of information would get stagnated. Profitability would reduce drastically as Manpower is the most valued and numbered asset for such industry.
Yes, it is agreed that employees should not leave to some extent. However, for BPO and IT, ITES attrition is some thing like "Blessings in disguise" and still need to be under control and can not let it go as it is.
Hope you all agree with.
Arvind Kulkarni
BPO HR
I appreciate the responses from one and all on attrition control. What ever name you call it, attrition, virus of attrition or any other name some one may give. However it is required for the industry may it be BPO, IT or Manufacturing. As the bit of STRESS is required for every human being to live happily so is the Attrition for INDUSTRY.
Just imagine that attrition goes down (2-5% per year as like manufacturing) in BPO, IT and ITEs whole economical presumptions will collpase to big extent. Wherefrom new ideas and suggestions would come? The flow of information would get stagnated. Profitability would reduce drastically as Manpower is the most valued and numbered asset for such industry.
Yes, it is agreed that employees should not leave to some extent. However, for BPO and IT, ITES attrition is some thing like "Blessings in disguise" and still need to be under control and can not let it go as it is.
Hope you all agree with.
Arvind Kulkarni
BPO HR
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Attrition Control and Retention Strategies for Changing times.ppt
Attrition-rate. xls