Retention
of Employees begins even before they join an
organization. As
employees usually stick with a company for ~2
years, hence they have
to make a combination of cognitive and
emotional decisions before
joining a company.
Organizations face
‘Offer letter Renege’ at the last moment,
thereby losing a
potential employee and losing further time
and money in searching
for a replacement.
Once the employee joins
the Organisation, then Retention is a
day-to-day affair. Though, its
not explicitly expressed or acted
on, but for the HR and the
business, Retention of employees,
especially high performance and
potential ones become
imperative.
Many companies assert
to predict Attrition but lack in a holistic
understanding of the
forces impacting an employee. Rather they
analyze a few transactional
data to forecast based on previous
trends. Though this method lacks
accuracy, still it does not help to
stem the outflow.
At
Peoplecube,
we look at all Attributes which impact an
Employee. Right from Career
growth, Work-life balance, Team
support, Manager, Senior Management,
Customer and Industry.
All these attributes
one way or the other indicates how an
An employee is Engaged in the
workplace. With better
engagement here is :
- 50% less attrition
- 87% want to stay longer in their organization
- 70% in their 1st year want to continue with the same organization.
- 52% better wellbeing
- 22% less burnout
- 2X higher trust in management and
- 70-200% Overall reduced costs due to avoidance of replacements
At Peoplecube, we
help organizations
- Identify the Probable candidates of Attrition and rank them.
- Identify the attrition candidates that are prone to immediate or near term exit.
- Identify potential candidates of Attrition in the near future and
- Prescribe the right recommendations to address the issues proactively and stem the outflow.
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