No matter how happy employees may be, some will leave for new pastures. Among the leading causes for attrition are better prospects and the desire to relocate for a better lifestyle. Some attrition is healthy because new employees, especially at the middle and upper level, can infuse fresh ideas in the business. But attrition beyond 20% in large concerns and 7% in small companies can leave an organisation in the lurch. Attrition is best curbed by meeting employees’ needs. Read on to know how some HR heads are keeping their employees content and by their side.
 
1. Hire right

Right fits are more likely to be satisfied and less likely to quit. “When you hire talent, invest more thought into the screening and vetting process,” suggests Nitin Vinod, deputy general manager -HR, T.I.C., an experiential marketing company

2. Strike a balance between pay and facilities

Money means a lot to employees but not everything. Some employees value amenities as much. “Higher packages and facilities such as a recreational room, cafeteria, crèche, theatre, learning centre, etc. can help retain middle and upper level employees,” says Vinod.

3. Create a good working environment

Office aesthetics and ambience play a role in retaining employees. “People want to work in nice-looking, clean places,” says P T George, senior general manager and head HR at V-Guard, an electrical appliances manufacturer.

4. Introduce flexible working hours

It’s easier for some companies than others to allow employees to work flexible hours. The key is to encourage flexible timing if it works.

5. Encourage a work–life balance

Keeping professional and personal lives separate is healthy. “It helps employees recharge after working hours and come in fresh every day,” says George. Additionally, V-Guard has designed a flexible leave structure that includes half- and quarter-day leaves to meet the needs of the business as well as employees’ personal lives.

6. Give people greater responsibility

At Medwell Venture, a Clinical Board guides employees into taking decisions as they acquire more experience and expertise. “Nurses are also allowed to directly interact with clients,” says Kumar Krishnaswamy, HR head, Medwell Ventures.
Employees appreciate being allowed to work in their own style because it encourages self-expression.

7. Engage employees

Making employees feel like a valued part of the organisation promotes loyalty. “V-Guard shows respect for its people by letting them have their say. We listen to and act upon employees’ ideas. We make it a point to share conceptual brand changes with employees and associates,” adds George.

Liberty Videocon General Insurance’s robust employee on-boarding programme includes 90 days of support over which new employees are tightly integrated into the organisation. Monthly town-hall styled events see employees sharing and celebrating their success stories.

8. Cultivate a sense of belonging

Go beyond the call of the employer and employee contract. Foster good relations and trust through innovative measures. Liberty Videocon General Insurance has introduced Stay Interviews, one-on-one meetings between an HR representative and an employee for employees to share their work experiences. “Through these meetings, employees can clarify their aspirations and expectations to HR so that these can be fulfilled in due course. HR reps in turn encourage employees to feel more enthusiastic and passionate about their work,” says Jayesh Sampat, country head, HR, Liberty Videocon General Insurance.

9. Invest in training

Most companies don’t want to invest in training; they want staff that are productive from the word go. But employees want to enhance their capabilities and grow. This makes training all more important, especially for companies operating in industries with a dearth of skilled talent.

Medwell Ventures trains nurses in handling new medical devices and products to meet their desire for greater exposure, learning opportunities and to acquire a breadth of experience. “We also provide nurses opportunities to learn other aspects of the business including administration,” says Krishnaswamy.

It helps no end that V-Guard is an evolving business. “Growing companies provide tremendous opportunities for professionals to learn new concepts—especially those practicing inclusivity like V-Guard,” adds George.

“We give employees opportunities to participate in training and cross-functional projects to enhance their perspective of the organisation’s goals and where they fit in. Employees are also encouraged to switch roles between different functions to prepare them for leadership positions,” shares Sampat.

10. Create an encouraging, open work culture

“At Medwell, we follow an open-door policy whereby juniors can seek guidance from seniors, and discuss company matters with them, which is a big morale boost,” says Krishnaswamy.

11. Adopt strong values

V-Guard is committed to upholding business values and a code of ethics. This attracts like-minded people. Nowadays many talented people want to work for businesses with an awakened social and moral consciousness, according to George.