Proactive Employee Retention Management

Subtle signs

Proactive Employee Retention Management

Early signs of disengagement shown by an employee

·    Questioning the existence of their role

·    Personal Problems: ill-health of family member(s)/ transfer of spouse to another location

·    Speaking to peer group about increased work pressure/stress levels

·    Delay in response time to routine activities

·    Taking longer breaks during work

Overt Signs

·         Tardiness

·         Absenteeism

·         Increased Negativity

·         Lack of Involvement in company events/functions

·         Seeking promotion/compensation hike

Retention Management Process Flow

•    Identify your critical resources*: Have a Name wise/Role wise list available *Critical Resources:  High potential/exceptional contributor; individuals holding critical roles or functional knowledge experts/SMEs with exposure to select domains

•    Look out for early signals and pro-actively prepare for the future by speaking to the employee on career growth, role change,  family constraints, individual’s aspirations, company’s future etc

•    Identify reasons which can lead to the above: Career Growth, Job Satisfaction, Location constraint, family reasons,  compensation, aspiration etc

•    Proactively have discussions with the individual to counsel and identify on next roles, development initiatives, and personal aspiration. Have him speak to his skip level manager also, for further discussions.

•    In case the person still expresses the desire to leave, counsel him on growth opportunities within the organization, development support provided by organization & future of the organization. If moving to competition, then discuss the  viability of business prospects of competitor

•    In case all retention efforts fail, ensure exit process is smooth and positive. Explain the re-hire policy. Seek genuine feedback during exit interview.

Support available to a Manager

Job Fitment

Discuss individual’s job satisfaction levels. Tools available:

•         Redeployment into another role through central redeployment team

•         Support through IJP Policy

•         International/inter business exposure through opportunities

Personal Reasons

Discuss family constraints and possible support

•        If spouse is being transferred, help individual to look at  relocation within the organization

•        Flexi time policy for individual’s with family constraints

•         Support on Housing /education for children etc

Career Advancement

Have career dialogues with individuals. Tools available:

•         Career Paths

•         Development through initiatives rolled out by L&D team

•         Support further education (Sabbatical Policy)

•         Support individual’s growth through the Talent Management process/promotion policy

•         Compensation led retention initiatives

Employment Opportunities

Discuss the business case for Organizational growth and future

•         Organizations growth rate and its future plans

•         Industry’s future