 Employee Retention Management.

Employee Retention Management.

 Why Retention Management?

- Retention is the key for the long run success
of the organization
- Productivity
- Increased sales.
-Customer satisfaction
Contd…
 Training time and investment
- Cost of recruitment,selection,training
Contd…
 Employee retention is critically important for a
societal reason, too.
Contd…
 Employee retention is one of the primary
measures of the health of your organization.
- Loosing one critical employee will often be
followed by the attrition of other employees.
Contd…
 Why do employees leave the organization?
Contd…
 Wrong selection decisions
Contd…
 Higher salaries: pay is the number one area
in which employees seek change.
Contd…
 Benefits programs, particularly health
insurance,and Paid Time Off / vacation
days
Contd…
 Over-management
Contd…
 Pay increase guidelines for merit:
Employees believe the compensation system
should place greater emphasis on merit and
contribution.
Contd…
 Human Resources department response
to employees: The Human Resource
department needs to be more responsive to
employee questions and concerns.
Contd…
 Favoritism: Employees want the perception
that each employee is treated equivalently
with other employees.
Contd…
 Workloads are too heavy: Departments are
understaffed and employees feel as if their
workloads are too heavy and their time is
spread too thinly.
Contd…
 Facilities at working condition,
cleanliness: Employees want a clean,
organized work environment in which they
have the necessary equipment to perform
well.
Contd…
 Various strategies of retention
management.
- Rewards – economic and non-economic.
- Timely
- fair.
Contd…

 Clear growth path.

Contd…

 Variety through job rotation

Contd…
 Family is imp for an employee. Maintain work
life balance.
Contd…
 Internal recruitment helps retention.
Contd…
 Overseas exposure is a good retention
strategy
Contd…
 Effective mentoring programme helps in
retaining the employees.
Contd…
 Provide job challenges and assignments.
Contd…
 Empowerment and participative management
helps retention.
Contd…
 Conducting exit interviews for corrective
measures.
Motivating knowledge workers.
 Motivating knowledge workers.
- Employees who guide the organization
through their knowledge.
- Individual who brings knowledge to the
organization.
Contd…
How to motivate knowledge workers.

i) Provide for work life balance and offer

flexibility
- Flexitime,compressed week, telecommuting
etc..
Contd…
ii) Encourage and create participatory culture
- Can contribute new ideas.
- open communication
Contd…
 Reward individuals based on performance
and contribution.
- Recent employee surveys show growing
unhappiness with today’s compensation.
Contd…
 Invest in human capital by providing
continuing education.
- In Motorola every employee including the
CEO is required to complete 40 hours of
training a year.
Contd…
 Create sense of ownership in business
through self – directed employee involvement
teams.
Contd…
 Practice Holistic Management
- A healthy and happy worker is a productive
worker.
- Ensure that at the end of the way, they still
have energy to be parents, family members
and spouses.
Contd…

 Stress Management
Contd…
According to CNN-Money.com, Americans
spent more than $17 billion for anti-
depressants and anti-anxiety drugs in 2002,
up 10% from the year before and nearly 30%
over a two year period.
Contd…
 Concept of stress
- Individuals response to a disturbing factor in
the environment and the consequence of
such reaction.
Contd…
 Stress can manifest itself in both a positive
way and negative way.
- Eustress is the term used to describe positive
stress.
Burn Out
 Stress  Burnout
- Fatigue - Chronic exhaustion
- Anxious - Hypertensive
- Dissatisfied - Bored
- Commitment drops - Commitment virtually nill
- Feels moody - Impatient,irriatble
- Lack of concentration -Doesn’t know where he is
- Physiological changes - Psychosomatic
complaints.
Contd…
 Top 10 causes for stress at workplace
By:

Dale Collie - professional speaker, former US

Army Ranger, CEO, and a innovative leader.
Author of "Winning Under Fire."
Contd…
1.Too much work load
Employees who consistently have too much
work or responsibilities.
Contd…
2."Random interruptions"
Interruptions keep employees from getting
their work done - telephones, walk-in visits,
supervisor's demands.
Contd…
 "Pervasive uncertainty"
- Uncertainty is created by constant,
unsatisfactorily explained or unannounced
change.
Contd…
 "Mistrust, unfairness, and office politics"
These situations keep everyone on edge and
uncertain about the future
Contd…
 "Unclear policies and no sense of
direction"
-
Contd…
 "Career and job ambiguity“
-If people are uncertain about their jobs and
careers, there is a feeling of helplessness
and of being out of control.
Contd…
 "No feedback - good or bad.
- People want to know how they are doing, and
whether they are meeting expectations. If you
don't communicate your thoughts on their
performance, they are stressed about how
well they are doing.
Contd…
 "No appreciation."

Failure to show appreciation for employee

participation generates stress that endangers
future efforts.
Contd…
 "Lack of communications"
- Poor communication up and down the chain
of command leads to decreased
performance and increased stress.
Contd…
 The greatest stressor in the workplace is
"lack of control."

Employees are highly stressed when they feel

like they have no control over their
participation or the outcome of their work.
 Consequences of the Stress
Contd..
 Physiological Symptoms
- Research has proved that stress leads to,
- Increased heart and breathing rates,incraese
blood pressures,headaches,induce heart
attacks.
Contd..
 Psychological Symptoms
- Job dissatisfaction
- tension,anxiety,irritabilty,boredom etc
- Burn out,psychosomatic disorders.
Contd..
 Behavioral Symptoms
- Adverse impact on productivity
-Absenteeism
- Turnover
- Smoking
- Alcoholism
- Sleep disorders
- fidgeting
Contd..

Managing Stress
Contd..
 Individual Approaches
a) Implement time management techniques
- Making the daily list of activities to be done
- Prioritsing the activities acc to the imp &
urgency.
- Scheduling the task as per the plan
- Handling the most demanding task during the
high part of your cycle when you are most
alert & productive.
Contd..
b) Increasing physical exercises.
- Walking,jogging,riding a bicycle have been
recommended by physicians.
-Reduce tension through relaxation techniques
-Meditation,yoga
-biofeedback
Contd..
c) Social support network
- friends
- family
- work colleagues can reduce tension.
Contd..
 Organization Approaches
- Improved selection and placement
-Goal setting & feedback
- Redesign the job – give more autonomy,
greater control over their tasks
- Employee involvement in setting the goal &
expectation.
Contd..
- Increasing the formal organization
communication – reduce uncertainty – reduce
role ambiguity & role conflict
- Occasional Escape from frenetic pace of their
work
Nike,3Com,L.L.Bean provides extended
leaves – from a few weeks to a several
months.
Contd..
- Offer organizationally supported wellness
programs
They focus on employees total physical &
mental conditions.
Contd..
 Employee Assistance Programme
- originally conceived as alcohol de-addiction
programme.
- Now deal with wide range of stress related
problems

- Uses typical medical approach of treatment

Contd..
 Diagnosis
 Treatment – Counseling or supportive
therapy.
 Screening : periodical exam of employees in
highly stressful jobs.
 Prevention
Education and training to cope up with the
stress. Convince the employees to seek the
help.
Contd..
 EAP can be internal or outsourced.
 Crucial factor is trust
1)Programme can and will provide real help.
2)Confidentually will be maintained
3)No negative implication for job security or
future advancement
Work – family conflicts
- Work-family conflict is “a form of inter role
conflict in which the role pressures from the
work and family domains are mutually
incompatible in some respect.
 That is participation in the work (family) role is
made more difficult by virtue of participation in
the family (work) role”