TEAM MEMBERS

ROLL
NO.

STUDENT NAME

71

Gorivale Yogini

82

Khedekar Pooja

92

Mhatre Pratik

95

Mujawar Juber

100

Patil Virendra

102

Pawar Sachin
By : MFM, Batch (2012-15), Sem: III
Subject: Effective Communication
Skills
Date: DD/MM/YEAR
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ROAD
MAP
Reducing Employee
Turnover through Effective
Communication

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Objective of the Study

To understand the causes of the employee
turnover in an organisation and how they can be
solved through Effective Communication.
To suggests possible solutions for reducing
employee turnover under different situations
through Effective Communication.

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INTRODUCTION
The ratio of the number of workers that
had to be replaced
in a given time period
to the average number of workers.
A process of disengagement
that can take days, weeks, months or even years
until the actual decision to leave occurs.
Can Effective Communication be the Problem
Solver?
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KEY FACTS
The highest attrition rates recorded in the
ITeS (17%),
Advertising & Media (16%),
IT (15%),
Pharmaceuticals (14%),
Infrastructure & Real Estate
sectors(14%)
- Deloitte Human Capital Consulting, March 2013 Pg. No. 8.
One in four employees in the organised
sector in India is set to switch jobs.
- Global Human Resource and Management Consultancy- 2013.

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Understanding CAUSES of
Employee Turnover
1. The Job or Workplace as Not as Expected
2. The Mismatch Between Job and Person
3. Too Little Coaching and Feedback
4. Too Few Growth and Advancement Opportunities
5. Feeling Devalued and Unrecognized
6. Stress from Loss of Trust and Confidence in Senior Leaders
7. Overwork and Work-Life Imbalance
8. Low Compensation and other facilities

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Barriers
to
Effective Communication

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Barriers to
Effective Communication
(Contd..)

From EMPLOYEE
EMPLOYEE s point of view

Fear and
Mistrust

Managers Style
Physical Barriers
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Barriers to
Effective Communication
(Contd..)

From EMPLOYER
EMPLOYER s point of view
Bad Timing
Favoritism

Lack of Sensitivity

Office Politics

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Barriers to
Effective Communication
(Contd..)

Linguistic Barriers

Interruptions and Noise

Assumptions
Biases

Cultural Barriers

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Freedom
SituationEmployee

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KEY FACTS

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Situation

HR Exit
Interview
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Points to be remember
It should not be carried out by individual's
immediate line manager
Confidentiality must be ensured
Best time is probably a week or so prior to last day
Traditional approach involving the use of standard
questionnaire should be avoided
Prompting must be avoided
Sum up what he or she thinks has been stated

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Alternate Tools
1. Staff Attitude Surveys:
It often reveals general dissatisfaction with some aspects of an
org. and general satisfaction with others.

2. Survey of Former Employees:

Survey staff some weeks or months after they have left.

3. Stayers' Survey:
It involves establishing a focus group made up of long stayers
and asking them why they have remained employed for so
long.

4. Last Job Move Survey:

It involves asking new employees to talk frankly about their
last job moves at right time.
SBC BANK EG.
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Situation

HR Exit
Interview
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ROLE PLAY
Situation : Rumors

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 An organization must communicate early,

frequently and consistently
Sufficient access to information
Ongoing learning and Professional development
Monitoring Workloads
Supervisors should be communicate
Meeting with employees
Example : Fedex

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How will this change affect me?

So what am I supposed to do now?

Is it true?

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Proper Induction
Strong Communication
Proper on Job Training
Job Rotation
Encourage Creativity
Career Development Opportunity
Regular Feedback
Information in Small Chunks
Be Truthful
Communicate through Photos and Videos
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 Relate, Understand and Listen

Providing clarity on roles for engaging and
retaining Gen Y
Rewards and Recognition
Mentoring
Making sure that their opinions count
To remember that work can be fun, too
Treat them fairly
Flexibility in working

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Develop strong communication channels

Provide conflict resolution training
Help staff develop positive work relationships
Implement team building activities
Make sure employees are clear about
organizational goals and priorities
Treat everyone fairly

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Conclusion

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