How To Increase Employee Retention

| September 21, 2015

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The days where employees would spend decades with the same company are long gone. years”. High employee turnover not only affects your company's bottom line, it also affects the overall morale of the remaining employees. There are many different factors that attract top talent to a position. The tips below ensure that once you have attracted a top employee, you will keep them as well!

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Global Professional Services

Global Professional Services, Chennai, India specializes in recruiting executive personnel with outstanding track records who will create competitive advantage and sustainable value to any organisation. Our success and proven track record can be attributed to our deep understanding of HR dynamics in organizations and leadership requirements of companies at various levels.

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Covid-19, Difficult Truths and the Urgency of Closing Racial Gaps

Article | April 30, 2020

In less than two months, COVID19 has forced America to look at an honest picture of itself that it has been avoiding for a long time. It isn’t pretty. We are witnessing the costs of building a society where a large part of the population experiences extreme financial instability, housing insecurity, student debt burdens, lack of basic health care, and can’t even provide broadband at home so their kids can go to school. None of this information is new, but it took a crisis like this to make it impossible to keep such shameful statistics at arms’ length, when so many of our family, friends and neighbors are suffering.

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SURVIVE – PIVOT- THRIVE! WHERE ARE YOU?

Article | May 1, 2021

It’s worth sharing some of the findings from our global advisory group, Mindshop, and our colleague advisors from around the world about what they’re seeing in their marketplaces. First of all we understand that businesses will typically be facing 1 of 3 scenarios: 1. Busy - business is still going well with some disruption to the way they operate and demand may even be increasing. 2. Low Impact - perhaps there is a revenue reduction of between 10% and 20% with some uncertainty about the future and the possibility that the impact could be short-term. 3. High Impact - revenue reductions of 50% or more, or the business has even stopped operating as normal. In each of these scenarios we have seen the need for common overarching responses and the need to maintain those on cycles of no more than 30 days. These responses are firstly to Survive, followed by exploring the options to Pivot or Adapt and then to move into a Thrive mode in the new reality. We are aware of some businesses that have already made a substantial Pivot and may have changed, for example, the focus of their manufacturing and consequently have continued to do very well. While that looks like a great outcome we would expect the best of these businesses to already be planning whether they need to make another Pivot as things change or to lock their new found income streams into their future business model. These are strategic decisions that will need to be taken quickly. Being approximately 6 weeks into an overall community response, we have seen that most businesses are anticipating that their survival initiatives will probably be around a 3 month process and that they are about halfway through that now. We are also seeing an expectation that the search for, and execution of, opportunities to Pivot will take a further 6 months and it may be as much as 12 to 18 months before organisations are starting to thrive in their new reality. In looking at what this means for leaders, there are a whole range of strategies and tactics that can be applied, here, we would like to just provide a few examples under the Survive and Pivot/Adapt responses, and then point you to some free resources that you may find helpful. 1. For Leaders in all scenarios a. Survive - Calmness, communication and scenario plans are vital b. Pivot/Adapt - regularly review your business vision - things will change c. Thrive - have your growth plan ready with a new view of risk mitigation based on our current shared experience 2. For Leaders in the Busy Scenario a. Continually review the operational capabilities to respond to unexpected falls in demand and to anticipate growth b. Make sure that you continually update your disaster scenario plans - it could still happen to you c. Make sure to use your newfound cash flow to prepare yourself well for your new future as you continue to develop your new product and service offerings 3. For Leaders in the Low Impact Scenario a. Communication and focus are both here, team members will have seen enough of the alternative scenarios to be concerned about their future and if they are not working with purpose, low-impact can turn into high-impact very quickly b. Your Pivot responses should see a revised strategic plan focusing on recovering lost business but also on evolving into modified products and services - reimagine these in a changed market 4. For Leaders in a High Impact Scenario a. Hibernate long-term strategically important areas of your business as effectively as possible b. Choose the team members to work with you on the recovery very carefully c. Reimagine the business as a leaner and more effective operational unit as the market starts to recover or you discover opportunities to Pivot Obviously, these are just simple snapshots of leadership responses, but clarity of thinking in all scenarios is what will see good businesses coming out of this on the other side successfully.

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Aligning Employee Learning with Organizational Strategy

Article | March 10, 2020

Few chief learning officers (CLOs) disagree they have a mandate to ensure that learning initiatives align with organizational strategy. A great deal of research exists about how to align the two. However, what does it look like for employees to connect their learning and development with an actual organization’s strategy? The term “line of sight” refers to how well an employee can see and understand the connection between their work and organizational strategy.

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How to support your staff during the covid-19 pandemic

Article | April 10, 2020

Companies all over the world are rallying around their employees as their entire workforce has been working from home due to COVID-19. Organizations that have not thought of the possibility of 100% remote working, are also finding it adjustable and running all operations smoothly in the lockdown period. They are pulling out all the stops, keeping the spirits high, spreading the waves of happiness and trying hard to maintain a light-hearted atmosphere during this time of stress. In this challenging time of adapting to changes and the prevailing circumstances, here are five proactive approaches to provide your employees support and keep them motivated throughout. Table of Contents: 1] Essential Support to On-site Staff 2] Building a Virtual Office Culture 3] Stay Healthy, Stay Fit to Stay Away from the Disease 4] Educate & Communicate 5] Anticipate Secondary Effect 1] Essential Support to On-site Staff As the governments all over the world are seen preferring lockdown to curb the impact of COVID-19, many companies are forced to shut their doors immediately for an indefinite time period. However, some vital industries are allowed to remain open.These permitted industries include production of consumable and protective goods, along with the warehouses and transportation services that need to ship them. As an employer, it is extremely important to take care of employees’ health especially those who are working on-site. Whether it is a manufacturing plant, a warehouse, or they are working in a closed office, checking with them on their health and providing necessary help is part of our ethics as HR professionals. Unlike many companies that are putting their employees first during pandemic, everyone can contribute to maintaining a healthy atmosphere among the employees. 2] Building a Virtual Office Culture Many of your employees might have pets and kids. And this is a new addition to the virtual workplace they have created. A little flexibility in the atmosphere is bringing fun to the work resulting in increased productivity. Here are some examples of how employers are embracing the change in the workplace: Vox Media is hosting a daily story time for parents with kids, courtesy of its parent- employee resource group. The CEO of the company joined via Zoom to read stories to families. LiveIntent –a marketing technology firm created groups on the communication platform #the-bark-side, #thedailybaby, #parentsofliveintent and #WFHTipsandTricks, where people are helped to stay positive and productive, said Global Marketing SVP, Kerel Cooper. The New York Times’ advertising team held a “pet parade” for everyone to show off their pets, said Sebastian Tomich, SVP and global head of advertising solutions. These efforts from employers to support employees’ new work-life balance include practical tips too. Merkle created an internal microsite that provides learning resources along with some other content- all for parents whose kids are at home. 3] Stay Healthy, Stay Fit to Stay Away from the Disease One of the advisory ways to protect people from the coronavirus is to stay healthy. What’s a better way than to arrange some health programs from your organization for your employees. This will also help you strengthen the bond between the company and the employee. You can arrange some live workout classes twice a week like Cubeiq is doing for its employees. Managers at PubMatic are organizing “exercise-from-home-hour” where they set a particular time of the day for virtual workout classes. During this employee can pay attention towards their health by going for a walk and get active. A great example of LiveIntent which created a teledoc service that offers in-home COVID-19 testing for qualifying employees who swab themselves at home. And the tests are sent overnight to a lab for results. Some other options to encourage your employees to stay healthy is arranging a 15-20 mins session of tips on keeping better mental and physical health or inviting nutritionists to provide information on what to eat and how to stay fit during these days, etc. Also, being happy means being healthy right? So you can arrange some fun activities to contribute in your employee’s health. Those happy hours or minutes can consist of things like virtual coffee meetings, music listening sessions, or some other entertaining activities like work from home photo contests, etc. Doing this will not only make the workforce happy but also increase the productivity. 4] Educate & Communicate During a time of crisis like the COVID-19, people are seeking support. Something which will give hopes and make them feel better on the improvisation of the situation. What HRs simply can do during this time is, call them and ask how are they doing. Ask them if they are okay and need any kind of help from the company side including supplies, hardware and files they need. Encourage them to ask questions if they have any. The current situation can be a time for companies where new employees are about to join. Make sure they are getting every needful help from your side and adjusting well with the new work structure. With the business situation changing so rapidly, employees value companies that cheer them up and are able to improve themselves along with the company. For something like this not to feel disconnected from the organization, make some passing moments by asking simple conversational questions that will be emotionally helpful for them. Most companies said they are increasing the cadence of their communications to employees. Their executive teams are proactively connecting, and more departmental heads are meeting to collaborate. Things like these are important to show your support towards your employees. 5] Anticipate Secondary Effect Due to the critical situation of COVID-19; schools, universities and businesses have to close immediately. Considering these aspects of an employer’s life can make a huge impact. Parents who were dependent on daycare for their children, have fallen into a dual responsibility situation. In many cases there are not immediate family members who can step in. As an employer, you can ease this situation for employees who have become sole caretakers by allowing them modified schedules, alternative shifts or some time off. Some of the businesses have to shut the doors immediately and this has become the reason for some families to face financial crisis. For such employees of your company, any amount or relief can be a godsend. In turbulent times, financial help, workplace flexibility, or any other outside assistance can dramatically change employees’ livelihood. As we overcome the critical health situation, these small supports can help everyone for a smoother transition to normal lives. Learn more: Post Coronavirus recovery practices to follow

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Spotlight

Global Professional Services

Global Professional Services, Chennai, India specializes in recruiting executive personnel with outstanding track records who will create competitive advantage and sustainable value to any organisation. Our success and proven track record can be attributed to our deep understanding of HR dynamics in organizations and leadership requirements of companies at various levels.

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