Article: Organizations adopt newer ways to control attrition

Employee Relations

Organizations adopt newer ways to control attrition

Some of these measures are empowering them through self-motivational programs, creating leadership pipeline, giving a healthy work environment and building tools that may assist in better work-life balance.
Organizations adopt newer ways to control attrition

Of the four factors of production – land, labour, capital and enterprise – the most vital one happens to be the labour: workforce or employees. No company can run without the employees. But the problem is that employees or human resource happens to be extremely “mobile”. 

The movement of manpower from one place to another is continuously influenced by the working conditions, atmosphere in the workplace and behavioural pattern of the management. The psychological environment in an organizations cast massive influence on the human resource. If they find it conducive, they will remain with the organization. But they would behave otherwise – leave the company – if it is not conducive. 

It is due to their mobility or very frequent shifting that most of the companies and organizations are facing the problem of attrition: movement of the employees from one organization to another. Currently, all corporate companies and organizations are facing the problem to retain their human resource. This trend poses a serious problem to the organizations as it might affect their growth and stability. 

When the employees are dissatisfied with a particular company or organization, the level of their stress goes up. This particular factor contributes to the exodus of employees from one organization to other. 

To combat this penchant problem of attrition, the companies are adopting innovative measures to retain their workforce. Some of these measures are empowering them through self-motivational programs, creating leadership pipeline, giving a healthy work environment and building tools that may assist in better work-life balance.

Holding regular seminars on women empowerment and variety of other programs related to it induces the women employees to remain with the company as they feel that the company is wedded to the culture of equality of sexes. The women must also be given due recognitions and promoted to higher positions to increase their sense of belongingness to the company. 

Salaries still play a critical role for an employee to shift jobs. Hence companies are now putting regularly review mechanisms in place. 

Putting employee health and wellness to the forefront also has become pivotal. Organizations are building state of the art kind of office infrastructure and adding floors only providing facility for employee relaxation. Organizing regular health check-up camps offers a major benefit to the employees. They feel the company is concerned about their health. This, in turn, enhances their loyalty towards the management. 

Organizing outdoor activities like musical evenings, dance and drama programs and sports events also motivates the employees and helps him build a positive yet competitive mindset. By participating in regular championships like table tennis, dance and music, employees get a chance to showcase their other talent which may help them to feel relaxed at work and start with refreshed rigor.   Annual functions held to reward and recognize employees is another factor that acts like an adhesive to retain them. Employees feel their talents are being recognized and good work rewarded.  

In fact, most of the companies have a set annual budget for employees recreational programs and other related activities and they are going all out to make the most of those budget through means of training, recreation, fun activities, rewards, etc.

Regular in-house training workshops are conducted by organizations on various subjects from management to motivation. Sometimes organization leaders conduct these trainings which not only help to understand the company vision better and deliver more but also shortens the gap between them and motivates them to contribute more towards the growth of the organization. 

The companies should regularly impart in-house or onsite training to its employees on a wide range of issues including management programs, sales training, health & safety and leadership programs. This also helps a company to create a leadership pipeline. Those participating in it feel that they are integral part of the company and are in the pipeline for major future roles as corporate leaders. In fact, such programs also help in developing the skills of the employees. By participating in programs, they feel they are participating in the management. 

Companies are also moving away from closed door arrangements. The hierarchy chart has almost become invisible and all employees have now direct access to senior management. This not only acts as an opportunity for second level down leadership to showcase their caliber, working directly with the bosses also acts an encouragement factor. For organization leadership, if utilized properly this acts as a tool to spot and groom future leaders.

Though well-defined but companies are now more open towards their work-force donning various hats so as to avoid monotony. Static job deliverables sometimes create ambiguity in employees mind for his growth prospects and hence demotivates them. Involving employees under various campaigns does add a breath of fresh air and corporates are now revising the segmented flow. 

We all know the growth of a company depends on its dedicated and loyal workforce. More we retain them, more brighter prospects of the company moving higher on the growth trajectory. 

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Topics: Employee Relations, Talent Acquisition

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