9/7/2014 How to Stop Employees from Leaving Your Organisation?

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Nidhi Arora
rganisation?
The human resource department of any organisation has to face a number of challenges
in various respects. Employee attrition being one such major problem that requires much
devoted attention in order to avoid unwanted complexities. Before we go deeper with our
insights on how to control attrition, we must know what exactly is meant when we say
employee attrition in an organisation. Employee attrition in the context of an organisation
simply means the reduction of the physical workforce due to various reasons like
involuntary terminations, retirement etc. Thus it goes without saying that attrition can be a
reason for crisis inside an organisation. Controlling attrition may not be a very simple
process but it is achievable by following a methodical procedure that the Human
Resource management usually reclines for the same.
1. Offering fair and viable remuneration can be a very basic and necessary factor. Reasonable compensation, however
does not alone assure employee loyalty, but if an organisation offers wages that is below the normal standards, makes it
way more probable that employees will look for opportunities to work somewhere else. In fact, statistics show that if income
from a particular organisation lags behind that of others across the city, employees are likely to discontinue. To hold on to
employees, regular reviews of the salaries must be conducted.
2. It is necessary to remember that it is extremely important to concentrate on the benefits offered. There are certain things
that make workers tick that go beyond salary. However having said that benefits are not the primary requisite that can make a
worker stick to an organisation but if they are not proper then a worker is not likely to stick to an organization if he has a better
alternative.
3. You must train your frontier supervisors, managers and administrators. It goes without saying that if the supervisors and
managers are not properly tuned with their subordinates then a healthy working atmosphere is not possible. It is very rightly
said that an employee does not leave an organisation; he actually leaves his bosses. Thus it is extremely important for an
organisation to have a proper relationship between people.
4. Roles and responsibilities should be clearly defined. You should develop a formal job description that would be clarifying
the characteristics for a particular post .You must get it absolutely spot on for your employees about what is expected of them
on a daily basis, they must be well informed about the decisions they are allowed to make on their own, and about the
concerned person to whom they would report.
5. The human resource division must endow with sufficient development opportunities. To promote employee loyalty, a
career ladder must be put into practice and the employees must be informed what they should perform in order to achieve a
promotion. Regular performance appraisal must be done to know about the strength weakness and other aspect of
employee performance.
6. Another very effective procedure to control attrition is making someone answerable for retention. The human resource
division should measure your turnover rate and hold someone responsible for reducing it. The biggest issue with too many
work places is nobody is held accountable for the departure of employees and so nothing is done to encourage retention.
8. This one is probably the most important and yielding thing to be done to control attrition is to conduct regular employee
survey .It is the best way to know about the state of the employees mind by talking with them.
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