Employee Retention Analysis(An Outlook)

This whole analysis starts with one base question…

What an Employee wants?

Happiness

Appreciation MoneyCareerSatisfaction

P1 P2 P3 P4

Happiness ∞ Appreciation+Satisfaction+Career+Money

On Priority basis the Parameters are

Appreciation’ (P1)Satisfaction (P2)Career(P3)Money(P4)

These parameters are also interlinked –

Appreciation is what will trigger the employee Satisfaction Satisfaction boosts the morale & empower employee towards his/her Career Money anyways follows the Career .

Directly Proportional to

Employee Retention AnalysisCritical Factor: ‘Happiness’

• Appreciation - Driving Components are

• Awards & Rewards

• Emails from Manager’s Manager on each achievement

• Providing additional Opportunities and Challenging responsibilities

• Recognizing the Achiever in more Bigger forums

• Top Management meeting performers over a lunch or Coffee Talks

• Publish Individual or Team Achievements to global audience.

• More Emphasized section to display the accomplishment in the newsletters

Employee Retention AnalysisCritical Factor: ‘Happiness’

• Satisfaction - Driving Components are

• Quarterly Job Alignment triggers – Break fix, if any mis-allignment

• HR Policies addressed – many will be still unknown to the most

• Accessibility to Managers and Manager’s Managers – Open Door

• Functional Departments approach made friendly and subtle

• Transport policies made simple and amiable

• Techniques to discover the hidden talent – Emps may not be upfront

• Emphasizing on more Work-Life Balance programs

Employee Retention AnalysisCritical Factor: ‘Happiness’

• Career - Driving Components are

• Internal Job rotation be made more stronger and effective

• Quarterly Manager’s One-2-One – Just on Career topic

• System that encourages internal movements and promotions

• Business unit wide training request portal – Open to entire audience

• Peer mentorship programs across BUs – Choosing Career made easy

• Open (nomination-less) Trainer based trainings – Quarterly

• Conducting BU wide Job Expo – Retaining the Talent pool within org

Employee Retention AnalysisCritical Factor: ‘Happiness’

• Money - Driving Components are(It ‘s understood that this component has its own limitations across many organizations and keeping the sensitivity of this parameter in mind, we will touch upon on few relevant aspects.)

• Level and Pay-band Corrections • Awards - $$• Addressing their Money-wise concerns - Manager’s 1-2-1• Regular Incentive Programs – Most Productive Engineer, Best

Project Etc.• Allocating EE or Total Reward’s budget towards Employee’s

incentives

Employee Retention AnalysisCritical Factor: ‘Happiness’

Employee Retention AnalysisCritical Factor: ‘Happiness’

EmployeeHappiness

Care

Career

Appreciate

Work Life Balance

Productivity

Customer Satisfaction

Quality

Creativity

Receives Delivers