Attrition Management : Retaining Vs. Fresh Hiring

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Attrition Management Retaining Vs. Fresh
Hiring

• Trim the hedge at the right place right time..

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Old Grandma Story

• Employee are meant to retire .. ( Conditions
  apply _at_)
• People want to make careers ..
• They love challenges catalyzing their growth
  even on cost of changing careers.
• 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.

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aTTRITION mANAGEMENT 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.

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Types of Employees.
Satisfaction
Driver
Resident
Motivation
Critics
Detached
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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.

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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..

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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.

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Retaining Strategies for different levels..
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Completing the Circle..
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Cultural Outlook

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

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Motivation
Manage Attrition of good performers by Role and Outlook improvement Some Fresh Hiring 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
Accelerate Forced Attrition Fresh Hiring Talent Development Fresh Hiring Keep even the average performer charged up Talent Development
Talent Not available
Employment Scenario
Talent Available
Maintained
Decline
Fast Growth
Growth Rate
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Impact of Economic Growth
Fresh Hiring Good Motivation Fresh Hiring Aggressive Attrition Management
General Motivation Only Hold the Folk
Fast
Companys Growth Rate
Slow
Slow
Fast
Industry/ Economic Growth Rate