Attrition Management Retaining Vs Fresh Hiring Trim the

Attrition Management : Retaining Vs. Fresh Hiring… Trim the hedge at the right place & right time. .

Old Grandma Story… • Employee are meant to retire. . ( Conditions apply #@$%) • People want to make career’s. . – They love challenges catalyzing their growth even on cost of changing career’s. • People who feel secure in their jobs become complacent. – They look for Employability rather than employment. • Companies that have no hesitation laying off surplus employees do better than companies that go to great lengths to keep their workers employed.

a. TTRITION m. ANAGEMENT means. . • Managing your business's workforce is an ongoing task that requires constant evaluation to identify productive employees and separate them from those who are more suitable for replacement. • But the decision between retaining or replacing an unproductive employee isn't an easy one. The reasons people leave organizations are not the same as the reasons people stay.

Types of Employees. Satisfaction Driver Resident Detached Motivation Critics

RETAINING THE • Employees who act as Entrepreneurs living to contribute beyond the boundaries. . • Are the apple of the eye – Target audience of a good retention Strategy. . • They are greedy for challenges & hungry for growth & drive the organization to pinnacle.

Wash the…… • Clearly identifying the weeds in the system & uprooting is a constant and indispensible need of the hour. • Retention bar goes higher – Not only High loyalty, Productivity but engagement level is desired by employees. . • Working hard is not the mantra – but working smart with sure short results. .

Retaining the Rainmakers … • Hire the right fit. . ( Lock & Key arrangement ) – Right skill for the role , right attitude for the culture of the team. . at large the organization. • Silk smooth transition … ( First impression is the lasting experience ) – Transition to the organization should be a exciting and soothing experience. • Keeping the challenges alive…. ( Balancing the weights ) – Keep the environment competitive and conducive.

Retaining Strategies for different levels. . 3 Levels Low Level Appreciating and recognizing a well done job. Recognizing professional as well as personal significant events. Provide benefits Provide perks Provide workplace convenience Fun at work Occasional stress relievers Employee support in touch time of personal crisis. High Level Middle Level Promoting Work life effectiveness. Recognizing and rewarding the job Understand employee needs well done. Encouraging professional training and development / and or personal Benefit program for family and growth opportunities. support. Providing convenience at wok place. Provide and environment of trust. Hire the right people form the Providing training and beginning. development & personal growth opportunities.

Completing the Circle. .

Cultural Outlook • • Japan China Korea US and UK Sweden & Norvey Middle East India

Talent Not available Talent Available Employment Scenario Motivation + Manage Attrition of good performers by Role and Outlook improvement + Some Fresh Hiring Accelerate Forced Attrition Decline Fresh Hiring as per the requirement + Attrition Management as per the industry practice + Talent Development Fresh Hiring more than Required + All possible ways to manage attrition + Talent Development Fresh Hiring + Keep even the average performer charged up + Talent Development Maintained Growth Rate Fast Growth

Company’s Growth Rate Impact of Economic Growth Fast Fresh Hiring + Good Motivation Fresh Hiring + Aggressive Attrition Management General Motivation Only Hold the Folk Slow Fast Industry/ Economic Growth Rate