People Matters Logo

HR Leaders unleashing retention success through employee well-being

• By Anjum Khan
HR Leaders unleashing retention success through employee well-being

The well-being of employees stands out as one of the most effective methods for retaining talent. Nevertheless, achieving this balance proves challenging, particularly in the current evolving landscape. Sustaining talent involves providing a superior work-life balance, fostering a healthy work culture, and implementing holistic well-being initiatives, all of which demand constant attention from HR leaders. 

In this pursuit, People Matters sought perspectives from HR leaders across diverse industries to gain insights into a spectrum of effective talent retention strategies. These strategies aim to address challenges related to employee turnover by placing a central focus on enhancing employee well-being.

Strategies fostering employee well-being in an evolving work landscape 

Shaji Mathew, Group Head, Human Resource Development, Infosys At Infosys, shared, "Employee experience, across all age groups, is a key focus area, and consistent feedback and learning have helped us improve on our offerings. We have a focused approach and use data and analytics to pinpoint the direct interventions we need to make. We are also introducing an AI assistant for every employee to help improve their experience. This will provide personalized information for each employee across the world. We are very supportive of what employees need to do and want to do.

Our employee-first culture drives us to consistently improve employee experience and sustain superior performance, which ultimately serves as our competitive advantage in an industry where services are relatively easily replicated."

Mental well-being and health are paramount for a healthy lifestyle. It translates to a sound body and healthy mind, said R Venkattesh, Head IT, Human Resources, Operations & CIO at DCB Bank Ltd. Adding, “We recognize this at DCB Bank and have had a robust EAP (Employee Assistance Program) since 2014. This is a confidential counselling service where employees and their family members can call regarding grievances they are facing and try and understand how they can resolve the same. The services can be availed via 

All interactions are kept confidential. The Bank has no role to play except to make the service available to ensure confidentiality. This has resulted in several employees reporting that they are better able to handle stress, allow their children to avail counselling, flag any potential high-risk cases and also allow supervisors to recommend their team members to avail these services.

We include our leadership and top management in offering an entire suite of health initiatives for conducting self-driven wellness sessions for employee well-being. Recently a yoga session was led by one of our top management team, where healthy habits and asanas for living and adopting a healthy lifestyle were shown. There are some practices that evolved since COVID-19 which have continued, viz, doctor on-call services, wellness seminars and manager training to recognize stress and issues in their team members. “

Sharing her effective strategies, Nimisha Pathak, CHRO at Alvarez & Marsal said, “We have a holistic wellness program which aims at building the Mental, Physical and Financial well-being of all employees. We have a very active full-fledged fitness group where people share their fitness activities and goals on a regular basis. We also run quarterly challenges involving our larger teams along with their family and friends where we all participate in marathons and treks. Our idea is to make fitness an innate part of life. We believe a lot gets solved if we are physically fit. The fitness groups are very influential and motivate others as well to get into some sort of fitness regime as per their choice. We also believe that physical fitness helps in achieving mental well-being.”

She added, “For mental well-being, we have an employee assistance program that offers free counselling to the employees and their family members. We also run mentoring programs so that our employees have people to go to for guidance and mentorship. We have an in-house doctor who is always available for any health-related issues of our employees. We have tied up with a financial wellness platform that provides the right guidance for investing in stable financial funds. For beginners, it comes as a go-to app for making a well-informed choice. We also run a content series focusing on inspiring life stories from our employees on their fitness journey that we publish on a regular basis.”

Sharing six key elements for fostering a healthy work environment,  Jyothi Menon, Country Head of HR and Head of HR Service Delivery India at UBS-BSC said, “We are constantly trying to build an environment that helps every individual bring their best self to work. Mental health and an optimal work-life balance form an important part of enabling such an environment. The firm has been proactive in rolling out programs and employee benefits for the same.

Just like every employee gets medical coverage for physical ailments we also offer coverage for the employee and their family members for Mental Health, Psychiatric and Psychosomatic Treatments as part of insurance benefits.

To destigmatize mental health issues and increase awareness of the critical role of mental health in overall well-being, several sessions on mental health, burnout, improving relationships, and having a quality lifestyle are organized throughout the year with experts and medical professionals and are accessible to all employees."

Manmay Madiman, EVP of Human Resources, ICICI Prudential Life Insurance Company shared, “The Company strives to deliver its core employee value proposition of a long-term career underpinned on the cornerstones of providing a Supportive Environment, Learning & Growth and Fairness & Meritocracy at the workplace.” 

Highlighting the effects of COVID-19 on employee well-being strategies, he said, “The pandemic brought the discourse on mental health to the forefront and normalised talk about stress and mental health in all forums. Accordingly, a formalised framework to address the mental health of employees has been put in place. 

FIA Global’s Vice President of HR & Admin Rajeev Kumar Jha said, “We try to retain the cultural cosmos of an individual especially since more than 50% of our workforce works remotely. It helps us maintain a healthy balance within the organization. Our organizational goals while they are set by the business heads our individual department goals are set with consensus within teams that helps us strike a fine balance in work and in personal growth. I think these are some aspects that have helped in striking a healthy work environment.”

"Uplifting employee Mental Health has increasingly become a key factor. To have a constrictive work environment, one’s mental health is equally important as physical health. Our organization proactively makes sure to update the work and the health status of our employees in the evolving work landscape. To enhance and uplift our employees’ mental well-being we as an HR department have taken significant steps to establish a reassuring and inspiring work environment," Shared Debasmita Paul, Assistant Manager HR at Chowman Hospitality Pvt. Ltd. Adding, "Our specific initiatives include;

“Health is a state of the body, Wellness is a state of being.” Sharing this, Vivek Tripathi,  Head of Human Resources at AU Small Finance Bank Ltd. highlighted, “Employee welfare is paramount, we regard both - the body and the being with utmost sincerity and seriousness. Being in the service industry, our success is driven by our employees as they are the ones who drive our organization’s performance. Investing in the well-being of our employees not only benefits them but also benefits our organization. To enable that to the best extent possible, we have a holistic framework that considers the mental, physical, and emotional health of employees.

Shailesh Singh, Senior Director & Chief People Officer at Max Life Insurance shared, “The modern workforce values flexibility more than ever. Today, the importance of mental health and work-life balance has transcended mere awareness; it has become a paramount consideration for both employees and employers.

“As a people-first organization, prioritizing the mental health and work-life balance of our Teachmates is our topmost concern. While we operate with a work-from-office model, we have flexible commute timings, work-from-home in case of emergencies, and leave options for vacation planning. 

Transparent communication on behalf of the organization to all employees is a key aspect, facilitated by monthly town hall events where leaders share updates. Celebrating small milestones and fostering a culture of rewards & recognitions also contributes to our commitment to employee well-being,” shared Farhan Ahmed Harazika, Head - HR & Admin, Teachmint.

Underlining key factors that lead to employee turnover, Asit Kumar, CHRO at Lendingkart said, “Factors which lead to voluntary resignation are: 

If an organization looks at each factor very closely, most of the reasons mentioned above lead to mental, physical, and emotional health issues. Those issues are long-lasting and have a deep impact on any individual if they continue in the same environment for a long. This results in attrition. 

In order to make our retention measure effective and sustaining, a strategic focus on Mental well-being is extremely important. Only Money Promotion or Role change is not going to help in retaining someone for the long term. Factors which lead to mental illness, factors which lead to emotional health or factors which lead to Physical health issues need to be addressed on Priority. 

Areas like work culture, ways of doing things, incapable managers or toxic managers, and work pressure have a direct relation with mental health. Our priority areas to address in this section include on - 

  • Building a strong and sustainable work culture which allows employees to be fearless
  • Create an environment which is unbiased, non-discriminatory and inclusive
  • Create an environment of equal opportunity for all
  • Work Flexibility to manage work and family
  • Equal opportunity to all for Learning and development
  • Create an environment where employees (especially women colleagues) speak freely without getting judged
  • Train people especially managers to work on their unconscious biases
  • Introduce a Good and Meaningful Wellness program which is relevant for your people. Do not just introduce for the sake of doing it.”

    • Nina Nair, SVP and HRD Head, India & Americas shared, “In today's fast-paced work environment, acknowledging the significance of physical and emotional well-being for employee productivity and satisfaction is paramount and we at [24]7.ai, clearly prioritize holistic well-being of our people through unique wellness programs that are tailored to enhance both physical health and emotional resilience. Our commitment to employee well-being is comprehensive, addressing physical, emotional, and mental dimensions to meet the challenges of today's evolving work landscape.”

    Strategies effective for improving employee well-being at [24]7.ai, she added, “To prioritize physical well-being, we offer diverse passion clubs, including those for photography, dance, and music, aligning with employees' interests. This ensures that employees engage in activities aligned with their interests, fostering not only physical well-being but also bolstering emotional resilience.

    Our approach also actively integrates employees' families into work life, providing emotional support beyond that offered by coworkers and fostering pride and resilience. We actively integrate employees' families into company events and recognition initiatives. We invite families of our employees so that they get to know the kind of work their loved ones are doing at [24]7.ai, which in turn leads to emotional strength for the individual. This inclusive strategy strengthens emotional bonds within the workplace and contributes to the overall well-being of our workforce.

    In the realm of mental well-being, our initiatives encompass awareness programs, training sessions, and talk shows to proactively address stress, isolation, and psychological challenges. We provide immediate assistance through hotlines and helplines, ensuring anonymous support from qualified counsellors. This multifaceted strategy shapes a workplace culture that values and supports the holistic well-being of our employees, adeptly navigating the demands of the evolving work environment.”

    Revealing how Great Learning proactively addressed the mental health and work-life balance of its employees, Ankita Sharma, Vice President of HR said, “We recognize the paramount importance of our employees' mental health and well-being in cultivating a positive and productive work environment, especially amidst the dynamic challenges presented by the evolving work landscape. In an effort to promote employee mental health, we have established a partnership with YourDost, a reputable mental health and emotional wellness counselling firm. Through this collaboration, our employees, as well as their families, have access to online counselling services and emotional support. We believe that maintaining a healthy work-life balance is integral to sustained productivity and employee satisfaction. We also encourage employees to take breaks and recharge, ensuring that they can effectively balance their professional and personal lives.”

    “As an organization built around CARING values, Nagarro creates a workplace that empowers everyone to speak up when they need help and lends an empathetic ear to anyone in distress. Our non-hierarchical, transparent, and CARING work culture reinforces a holistic work environment where we trust our colleagues. We back it up with our employee-friendly working rules, like working from anywhere and flexible work hours, to facilitate a healthy work-life balance,” said Shruti Tandon, Managing Director - People Enablement, Nagarro.

    Adding successful practices of Nagarro in nurturing talent she stated, “There are various ways through which we accomplished this:

    It is imperative to have seamless, hassle-free access to healthcare and services, and our initiatives do just that. It gives Nagarrians access to healthcare service providers through discounted offerings, monitoring health through health check-up plans, and much more. Nagarro has collaborated with a third-party vendor for a participative, technology-driven well-being platform to deliver one-on-one expert-led coaching programmes on nutrition, fitness, lifestyle management, and emotional well-being to maintain this.”

    Rajesh Rai, VP of People Team and Head of HR, GlobalLogic India shared, “GlobalLogic ranks top 40 by The Great Places To Work Institute, in the area of Wellness. ‘Wellness’ here refers to holistic wellness, that encompasses all aspects of well-being, including cultural wellness.

    Therefore, wellness at GlobalLogic goes far beyond the conventional ways in which wellness is typically considered. This might be the reason why our engagement scores run above the usual industry standards."

    “Pulse, Federals' in-house employee engagement application, is aimed to enrich the workplace experience, strengthen team relationships, and serve as a hub for internal communications. It has succeeded in creating a positive and engaging work environment, fostering stronger team relationships and upholding organizational values. It was designed to positively engage employees, providing timely updates, and fostering connectivity, whether working from the office or remotely.

    Fostering mental health by providing preventive support through the SMILES initiatives. The Employee Assistance Program (EAP) – SMILES is available on all weekdays, all year round, for our employees, to speak to a counsellor or expert confidentially on concerns around family, relationships, stress or financial woes. The EAP also has been serving as an important resource by providing the apt resource to ensure overall emotional well-being for our employees.

    We believe that we can make a positive contribution to the good health of our people. Amid rising demands in the day-to-day work of our employees, we have placed particular focus on their mental health by providing active support – both to those affected and to those closest to them. Additionally, we facilitate a "Place of Posting as Preferred by Employees" wherever possible. This personalized approach contributes to a greater sense of work-life balance and job satisfaction, shared Ajith Kumar K K – Executive Vice President and Chief Human Resources Officer at Federal Bank.

    Radhika Arora, Group Chief People Officer, unfolded the strategies of Jakson Group saying, “Mental well-being and achieving a balance between work and personal life have become crucial elements for contemporary professionals. Organizations are actively undertaking deliberate initiatives to guarantee a wholesome work environment for their employees.

    These endeavours contribute to a comprehensive approach to employee well-being and satisfaction, ultimately fostering a positive and productive work environment.”

    Madhulika Singh, CHRO at Magic Bus India Foundation highlighted the effective strategies saying, “We recognize the paramount importance of fostering a workplace environment that prioritizes the well-being of our employees, acknowledging the challenges presented by the ever-evolving work landscape. Embracing a People First Approach, especially in the post-COVID era, we have implemented initiatives to support the mental health and work-life balance of our team.

    Our commitment to the mental health and work-life balance of our employees is not just a priority but a fundamental aspect of the Magic Bus culture, ensuring our team remains inspired, engaged, and equipped to make a lasting impact in the communities we serve."

    Roopank Chaudhary, Partner of Talent Solutions at Aon-India shared, “Organisations are increasingly acknowledging and taking note of the importance of mental health and its impact on the workplace. It plays a pivotal role in how companies track engagement and makes it an essential aspect rather than a desirable one.

    Various initiatives and programs are being introduced by companies, such as additional leaves, leaves for rejuvenation, unlimited leaves, frequent sabbaticals, flexi working (allowing employees to work from home 1-2 days a week), work from anywhere, etc. Additionally, organizations are providing mental health counselling, counsellors on call, and creating workspaces that encourage recreation and wellness facilities.”

    Viju Gangadharan, Head of HR at iMocha shared the challenges in making employees' well-being effective saying, “2023 has been a challenging year for the business across the world and it has directly impacted HR fraternity; broadly under following areas:

    Working from home has its positives but also has negative impacts on quite a few instances w.r.t. engagement with colleagues, dip in performance due to misuse of WFH facility, and lack of social interaction impacted mental health. We have anticipated these challenges and took the following initiatives and launched programs:

    Shailesh said, “In a post-pandemic era where most organizations have adopted remote or hybrid working models allowing employees to work from home, employee wellbeing has become a challenging task. At Max Life, we offer a unique program—the Visit Health App—to our employees that helps them prioritize their physical and mental well-being. The Visit Health App is a one-of-its-kind holistic healthcare platform that offers options to have their medical identification E-Card, one-click access to wellness and health management (activity, food and sleep tracking, health risk assessments, health data monitor, etc.), Employee Assistance Program (mood journal & tracking, mental health podcasts, individual mental wellbeing assessment, e-consultations, etc.), online medical consultations via telemedicine, and in-clinic consultations, alongside online medicine ordering, lab tests/diagnostic services, and gym facility at a subsidised rate across the country, all at one place. This vista has ensured that Max Life employees and their loved ones are well taken care of and that the highest levels of health and emotional support are provided to them.”

    “We prioritize the holistic well-being of our Teachmates by incorporating small gestures that bring joy, such as stocking the pantry with healthy snacks and providing our employees with lunches every day. We also offer our teachers access to a mental health consultant for unlimited sessions. Our people-first approach ensures a healthy environment for open expression. Programs like Manager Enablement significantly impact how our leaders connect with team members, fostering motivation and productivity,” said Farhan

    Strategies ensuring holistic employee well-being

    Madhulika shared, “At Magic Bus, we recognize that in the dynamic and fast-paced landscape of today's work environment, the physical and emotional well-being of our employees is vital for sustained productivity and satisfaction. Our commitment to the holistic well-being of our workforce is deeply ingrained in our culture and organization's ecosystem. Here are some practices and initiatives that reflect our People First approach:

    Viju said, “Since many of us were working from home, we have launched a program to encourage individuals to work from the office in the new work environment. To ensure satisfaction, we organized an HR Open house to raise issues related to individuals or teams for quick & prompt action. Monthly meeting with founders; Mocha with Founders to update everyone, on where we stand, how we are doing and the direction of the company. 1-o-1 employees connect with Business HR and quarterly connect with Line managers to share & give feedback.”

    Manmay shared the key strategies that ICICI Prudential Life Insurance uses to ensure the holistic well-being of its workforce saying, “The company has established a comprehensive well-being framework, centered on physical, mental, and financial health. This approach involves awareness-building, customized policies, and habit-forming initiatives to create a safe and supportive workplace.

    “ At Jakson Group, we prioritize holistic well-being through a mix of policies, programs, and cultural initiatives. From Physical Fitness Challenges and Mindfulness Programs to Mental Health Workshops and Training sessions, we focus on awareness of mental health, stress management, nutrition, and healthier habits. Recent successful initiatives include Sports Week, Cricket League, a 3-month fitness challenge to reduce cumulative employee weight, and Yoga Day. Continuous refinement of these initiatives through regular feedback and assessments ensures their effectiveness in addressing the holistic well-being of our employees over time,” shared Radhika.

    Debasmita added, "For employees to be productive and satisfied, their physical and mental health is vital and our organization keeps its employees' overall well-being a priority. We give ESI and PF Benefits along with sick leave and group insurance in order to keep the employee's health and life secured and productive."

    Sharing effective practices at GlobalLogic Rajesh said, “Our culture is devoted to the all-encompassing well-being of our people. Going beyond mere physical and emotional aspects, it embraces a holistic approach covering social, physical, emotional, mental, and financial dimensions and more. Anchored in the principles of SMART, BOLD, and HUMAN, our culture acknowledges that genuine well-being for our employees arises from addressing multiple dimensions rather than singularly focusing on either emotional or physical wellness. 

    “The holistic well-being of our workforce is important to us, especially in today's fast-paced work environment,” said Ankita. Further highlighting, “At our core, we believe in a balanced approach to learning—on-the-job problem-solving and traditional methodologies. Performance insights guide personalized upskilling plans aligned with organizational goals. From behavioural interventions to technical programs, we foster personal and professional growth. With up to a 90% discount on Great Learning courses, full-time employees enjoy attractive upskilling incentives based on tenure. We further support diverse interests, offering a 10k incentive for employees to pursue courses, including hobbies like baking workshops. Our work environment prioritizes complete well-being, enabling employees to thrive both personally and professionally.”

    Vivek stated, “AU operates on 7 Dharmas that act as governing agents for all our business transactions. Being a bank, it is our duty to provide excellent customer service and experience. By virtue, we extend the same support and treatment to all our employees. “

    He added, “Each employee is unique, and we recognize that. Focusing on people's varied emotional needs and providing support allows our company to grow and glow like a bright star. Our idea is to create a space for our employees to express themselves freely and openly in an amicable manner. Ensuring a positive emotional state with mental well-being is the prime focus of all our initiatives. 

    He concludes, “AU SFB has a culture and climate built on the trust and commitment of all its stakeholders. Our policies and processes are in sync with the people and are based on employee feedback. We have won many awards and accolades sans even participating in them but just based on surveys. Hence, we feel that we have built a workplace where employees are happy and healthy.”

    Ashley DSilva, Head of Health Solutions, Aon India said, “We have seen companies that prioritise the holistic wellbeing of their workforce are actively adopting various physical health and mental wellbeing programmes for their employees. The common health and mental well-being initiatives we are seeing across the board are annual health screening, condition management programs, health risk assessment, ergonomics programs, onsite health clinics, women's well-being & maternity care programs, and digital wellness platform and fitness sessions.

    There is an increasing trend in implementing mental well-being programs for employees that include employee assistance programs, mental well-being sessions, psychologists' visits & virtual consultations, and a specialised focus on women's emotional well-being programs."

    "At Federal Bank, we place a paramount emphasis on the holistic well-being of our workforce, recognizing that the physical and emotional health of our employees is integral to their productivity, satisfaction, and overall success. Our commitment to fostering a thriving workplace is manifested through a multifaceted approach, encompassing innovative programs and initiatives designed to address both the physical and emotional dimensions of well-being. One of our standout initiatives in FY24 was the "21-Day Yoga Challenge," a program that exemplifies our dedication to promoting physical health and mental resilience among our employees. Recognizing the myriad benefits of yoga – from enhanced flexibility to stress reduction – we introduced this challenge as a structured and engaging way for our employees to incorporate wellness into their daily routines. The program provides participants with accessible, guided yoga sessions over 21 days, encouraging the development of a sustainable and mindful yoga practice. The positive impact of this initiative extends beyond the physical realm, contributing to stress management and mental well-being,” said Ajith

    He added, “Complementing our yoga challenge, we've introduced 'Wellness Webinars' covering diverse health topics. These sessions, featuring specialists and thought leaders, offer employees expert insights on nutrition, exercise, stress management, and mindfulness. Beyond practical tips, these webinars foster a sense of community, creating a supportive environment for collective well-being. Our commitment to holistic employee well-being extends beyond office boundaries.

    Through our "Employee Volunteering" program - Sunshine, we encourage our team members to actively engage with their communities, reinforcing the interconnectedness between personal well-being and social responsibility. Volunteering not only allows our employees to contribute meaningfully to causes they are passionate about but also serves as a powerful tool for emotional well-being. The act of giving back instils a sense of purpose and fulfilment, contributing positively to mental resilience. The "21-Day Yoga Challenge," "Wellness Webinars," and "Employee Volunteering" are integral components of our broader strategy to create a workplace that prioritizes the holistic well-being of our employees. This strategy aligns with our understanding that a healthy, engaged workforce is a more productive and satisfied one. In essence, our approach to holistic well-being is not just about offering programs; it's about cultivating a culture that values and prioritizes the health, happiness, and fulfilment of every team member. 

    Through these initiatives, we aim not only to enhance the daily lives of our employees but also to contribute to a work environment where individuals thrive both personally and professionally. As we continue to evolve in the fast-paced landscape of today's work environment, our commitment to holistic well-being remains steadfast, driving positive outcomes for our employees and the organization as a whole. ”

    “We prioritize physical health by offering fitness and wellness challenges, and ergonomic workspace setups. To address emotional resilience, we provide access to mindfulness programs, and workshops focusing on work-life balance. Our unique wellness initiatives include flexible work schedules, mental health days, and a supportive work culture that encourages open communication,” said Rajeev on ensuring the holistic well-being of its workforce. 

    Jyothi added, “To ensure a holistic approach to well being we have looked at all the key touchpoints that influence well-being – policies, programs, and culture. 

    We have a comprehensive benefits package that covers physical well-being through medical coverage, health check-ups, hospital tie-ups, etc. covering the employee and their family members. 

    In office, we have utilized the rooftops of our offices in Mumbai and Pune to convert them to turfs for employees to play sports like cricket, football, etc. in addition to recreation areas for table tennis, and Foosball. We also sponsor participation in local marathons and organize step challenges to keep our employees moving.

    Our culture is at the heart of building a workplace that helps individuals thrive professionally and personally and we promote values of inclusivity, open communication, and respect to keep a positive energy within our teams.”

    Venkattesh shared, “The Bank focuses on the holistic well-being of our employees through a series of wellness programs that promote the physical and mental health of our employees.” 

    He added, “Some of the initiatives run by the Bank include:

    Striking Balance between Turnover and Retention with Well-being Initiatives

    Why is turnover a significant concern? Answering this Shruti explained, “For us, it is not just about benefits and salaries (they, of course, do play a role). In today's professional landscape, employees actively seek purpose and meaning in their roles, investigating the significance of their contributions within an organization.

    People want to matter. They want to know that their views matter and that they can contribute regardless of rank or seniority. That is something we understand and foster. Our culture and unique organizational design, characterized by agility, non-hierarchy, and an entrepreneurial spirit, is also our strategy. It attracts and retains individuals who are self-driven and deeply committed to the pursuit of excellence. We want colleagues, not employees. Whether you are a freshman or a senior, your voice matters.

    At Nagarro, we understand technology moves fast, which means your career will not always be predictable. Learning, in that case, is critical, and we want to ensure that Nagarrians are future-proof, so we have created many sessions, and even a learning platform to help Nagarrians always stay on the cutting edge of knowledge while also creating a real community of friendly collaboration and exchange.” 

    She further highlighted effective strategies saying, “At Nagarro, our commitment extends beyond the typical workplace dynamics. We believe in “making difference and distance irrelevant between intelligent people” and are dedicated to fostering a diverse and inclusive atmosphere, one that goes beyond stereotypes and labels. To actualize this commitment, we actively strategize to form diverse teams on a global scale and empower each team to establish their unique diversity goals. Our overarching aspiration is for Nagarro to transcend the conventional boundaries of a workplace, seamlessly integrating into the lives of its people.

    Nagarro fosters a culture that supports remote work and flexible hours, enabling colleagues to ensure ample time to spend with their families and grow outside their professional lives. Many Nagarrians have chosen to permanently relocate to their hometowns, affording them the opportunity to live and relish moments with their families. To enhance connectivity among our team members, we have implemented a robust digital platform that facilitates communication and collaboration. Colleagues also have a choice to work from hives across India and other locations. They facilitate regular gatherings to prevent isolation among those working remotely. These initiatives underscore our commitment to maintaining a cohesive and connected work environment.

    All these things combined are what makes Nagarro, in our opinion, a unique place to work. It is what helps us retain the brightest minds. You can always compare a benefit or salary to another, but culture and organizational design make you unique.”

    "Our organization always looks forward to uplifting and enhancing the credibility an employee possesses. We also ensure and take steps to avoid any employee retention. It is very important to find the right person for the role and equally crucial to avoid any circumstances that prevent employee retention hence we follow significant steps that further magnify their credibility. The following are the steps taken to enhance talent retention.

    There is a defined correlation between well-being initiatives and employee retention both promote and uplift the employees to stay consistence and increase the outcome significantly," shared Debasmita. 

    “Many companies opt for short-term retention tactics like retention bonuses, mid-year/off-cycle increments, and an increase in budgeted increments. However, our research indicates that, over a three-year period, these companies have seen an increase in attrition. On the other hand, organisations that saw a decline in attrition over a similar period focused on strategies like recognition programs, learning programs and long-term incentives. This group of companies that saw a decline in attrition emphasised improving/enabling work-life balance and introducing flexible work models which in turn positively influenced employee wellbeing, “ shared Roopank 

    “In addressing the pressing concern of employee turnover, our organization has implemented a comprehensive set of innovative strategies focused on talent retention. At the core of our approach is the recognition that an engaged and satisfied employee is more likely to contribute meaningfully to the organization's success and longevity,” said Ajith. Adding, “One pivotal aspect of our talent retention strategy revolves around fostering an "Engaged Employee" model. We prioritize creating a workplace environment where employees feel connected, valued, and motivated. This involves not only recognizing individual contributions but also providing avenues for employees to actively participate in decision-making processes.