Role of Personal Development in Career Growth
Who do you think is a valuable employee? An individual becomes a burden on his/her organization when he fails to perform additional tasks beyond his/her regular key responsibility areas. Multitalented employees definitely have an edge over those who restrict themselves only to a particular task and fail to contribute in other departments and areas. Organizations […]
Why Organizations must Encourage Work Life Balance and Why Professionals must Embrace it ?
In our always on and uber networked age where 24/7 modes of working and being “on call” are the norm, it is indeed the case that unless working professionals learn to actualize a healthy balance between their professional and personal lives, there would be many consequences in terms of health, quality of personal relationships, and […]
Essential Soft Skills at Workplace
Soft skills refer to a combination of some basic qualities which go a long way in differentiating human beings from animals. An individual is expected to behave in a mature way at the workplace, adhere to rules and regulations and also maintain the decorum. A casual approach is not always accepted at workplace and one […]
Employee Layoffs – Handle Carefully
The term employee layoff is referred to as temporary separation of an employee from the employer. However, these days it is also used for permanent termination of an employee for business reasons. According to section 2 of the Industrial Disputes Act, 1947, the employee layoff is the failure, inability or refusal of an employer to […]
Job Design – Meaning, Steps and its Benefits
Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler […]
A set up where individuals come together and work in unison to achieve a common goal is called as organization. Individuals working together in an organization to earn their bread and butter as well as make profits are called employees. Employees are the lifeline of an organization and contribute effectively to its successful running and profit making.
An organization can’t survive if the employees are not serious about it and are more concerned about their personal interests.
Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. Every organization invests time and money to groom a new joinee, make him a corporate ready material and bring him at par with the existing employees. The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various measures taken so that an individual stays in an organization for the maximum period of time.
Research says that most of the employees leave an organization out of frustration and constant friction with their superiors or other team members. In some cases low salary, lack of growth prospects and motivation compel an employee to look for a change. The management must try its level best to retain those employees who are really important for the system and are known to be effective contributors.
It is the responsibility of the line managers as well as the management to ensure that the employees are satisfied with their roles and responsibilities and the job is offering them a new challenge and learning every day.
Let us understand the concept of employee retention with the help of an example:
Misha was a talented employee who delivered her best and completed all her work within the desired time frame. Her work lacked errors and was always found to be innovative and thought provoking. She never interfered in anybody else’s work and stayed away from unnecessary gossips and rumours. She avoided loitering around at the workplace, was serious about her work and no doubts her performance was always appreciable. Greg, her immediate boss never really liked Misha and considered her as his biggest threat at the workplace. He left no stone unturned to insult and demotivate Misha. Soon, Misha got fed up with Greg and decided to move on.
Situation 1 - The HR did not make any efforts to retain Misha and accepted her resignation.
Situation 2 - The HR immediately intervened and discussed the several issues which prompted Misha to think for a change. They tried their level best to convince Misha and even appointed a new boss to make the things better for her.
Situation 1 would most likely leave the organization in the lurch. It is not easy to find an employee who gels well with the system and understands the work. Hiring an employee, training him and making him fit to work in an organization incur huge costs and thus sincere efforts must be made to retain the employee. Every problem has a solution and the management must probe into the exact reasons of an employee’s displeasure. Employees sticking to an organization for a longer time tend to know the organization better and develop a feeling of attachment towards it. The employees who stay for a longer duration are familiar with the company policies, guidelines as well as rules and regulations and thus can contribute more effectively than individuals who come and go.
Employee retention techniques go a long way in motivating the employees for them to enjoy their work and avoid changing jobs frequently.
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