Solution To Employee Attrition Issue

By Author: Vijayshankar
Total Articles: 4
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Why do ITES company employees frequently change their jobs?

Apart from the Stiff Competition from Global Competitors retaining the talents is a bigger challenge faced by the ITES Information Technology Enabled Services companies, in-spite of paying well, providing ample opportunities for advancement in their carrier and flexible working schedules employees do leave their Jobs either because they want more money, hate the working conditions, hate their coworkers, want a change, or because their spouse gets a dream Job in another location. This attrition factor is a huge problem to the ITES companies to maintain the timely and quality service delivery to their customers

Solution is not that simple as saying over stress and providing a councilor or AC Gym in the office premises.
There are factors contributing to job satisfaction intern these factors influence the employees to change their jobs.

“APRPT” is the key to retain employees in their organization.

What is APRPT?
‘Achievement’, ‘Promotion’, ‘Recognition’, ‘Performance’ and ‘Training’

Achievement
One ...
... premise inherent in Hertzberg’s theory is that most Employees sincerely want to do a good Job. To help them, make sure ITES companies placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and standards for each position, and ensure employees know what those goals and standards are. Employees should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their Jobs. Ensure not to overload employees with challenges that are too difficult or impossible.

Promotion
Promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Promotion may be an employee's reward for good performance i.e. positive appraisal. Before a company promotes an employee to a particular position it ensures that the person is able to handle the added responsibilities by screening the employee with interviews and tests and giving them training or on-the-job experience. A promotion can involve advancement in terms of designation, salary and benefits, and in some organizations the type of Job activities may change to a great extent.

Recognition
In a competitive business climate, more business owners are looking at improvements in quality while reducing costs. So while ITES companies need to get more from their employees. Employee reward and recognition programs are one method of motivating employees to change work habits and key behaviors to benefit their organization. Employees at all levels of the organization want to be recognized for their achievements on the job. Their successes don't have to be monumental before they deserve recognition, but one should be sincere. If the company notice employees doing something well, acknowledge their good work immediately. Publicly thank the employee for handling a situation particularly well. Write them a kind note of praise or give them a bonus and appropriate. Company may even want to establish a formal recognition Program, such as "Employee of the Month."

Performance
Have a talk with employees about their performance. Depressed employee performance can cost organization’s time, money, resources, lost opportunities and reduced productivity, having a negative impact on the growth of the company. Most organizations place performance accountability solely on the employee, however, the company must be responsible for recognizing and addressing performance challenges related to an employee's knowledge, skills and abilities.

Training
The quality of employees and their development through training and education are major factors in determining long-term profitability of an ITES company. On-the-job training is delivered to employees while they perform their regular jobs. Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training. Orientations are for new employees.
ITES companies should have a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training activities. Firms that plan their training process are more successful than those that do not.

A study on the job satisfaction of employees says that if these factors are focused and acted upon by the organizations then the employee attrition comes down as the job satisfaction of employee related to how a job is done goes high.