Employee Retention - Tool or a Program

Employee Retention – A Tool Or A Program

Employees are the assets of any organization, was just to say few years ago. But taking in consideration today's scenario this is more of proven fact. Employer’s should think about how to secure the long-term commitment from their employees. Failure to create the right environment will encourage disgruntled employees to take off in search of better job prospects.

Employee Retention Tips' that i use to build my teams  @ SNS Technologies

Demonstrate leadership commitment and accountability. Employer's should create a work environment in which employees want to establish careers rather than merely work . Employees look for commitment in terms of work environment, and economic benefits and liability in terms of making their work give an significance, rather than just a 9 hours job.

Hire and train the right people. Employer's regularly should review their recruitment policies & practices. Possibly collect and analyze applicant flow data to ensure that they are attracting and fairly considering the widest and most diverse possible applicant pool. It is also vital to recognize the value of having supervisors and managers with sufficient knowledge, skills and attitude to establish success at workplace.

Establish Special Emphasis Programs and collaborate with affinity groups. By establishing and utilizing Special highlighting Programs and partnering and/or consulting with the affinity groups, organizations can raise employee awareness of the importance of diversity and demonstrate the company's commitment to their employees.

Conduct employee opinion (climate) surveys and 360 degree evaluations. Climate surveys and 360 degree evaluations can help organizations assess the pulse of their workforce and make changes before employees decide to leave. Employer’s can use these tools to hold supervisors and managers accountable for low ratings and reward them for high ratings.

 Improve advancement opportunities. Employer's can ensure that all employees have equal opportunities for advancement by creating and funding Individual Development Plans and Career Development Programs. Organizations  can include these programs in their succession plans to ensure that they identify and develop well-qualified candidate pools (feeder pools) for their senior grade levels.

Strategy - Action or Role play

Strategy, though a small word, but has weight. Without this no organization can move even one step ahead and those which are trying to evade building strategies are only groping around in the dark with no particular goal or objective in view. This can be quite a dangerous proposition considering the constant competition level that the organization have to tackle and win over every day they are in the business.

Strategy building is a game of visualization by top management or the owners as they look at the “bigger picture” of the business and have a more comprehensive understanding about where the business is going and the resources at disposal. If you fail to execute your strategy, your plan will drain down.

Strategizing activity has to  be like a star bursting technique, where you have your Goal ( problem statement) in the center and you frame questions to derive your desired result.Strategy building can be done at three levels – corporate level, business level and operational level, based on the level of business where the strategy is supposed to be implemented. After proper analysis of strategy, the right path needs to be chosen and implemented.