Saturday , 22 September 2018
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Employee Retention Strategies

For me, weekend is a time to think and be creative. So, this weekend, I got the idea of linking “Employee Retention Process” with “Successful Marriage”. First I thought that people will laugh and may give nasty comments, but I don’t think that there is any harm in sharing the idea.

Let me ask two questions to you:

1.     It is whose responsibility to retain “good employees” and work on “Retention Process”? The Department Head, the HR Department or the Management?

2.     When the retention process actually starts? Do you know, “Retention Process” is related to “Successful Marriage”? The relation of “Employer-Employee” is like a marriage.

Sourcing and Selecting the Candidate – Wooing the Girl Retention doesn’t start from the day person join your organization. Retention starts from the “Interview Process”.

1.     The way you carry the interview

2.     The practices and processes you use to interview candidates

3.     The selection tools that you use

4.     The communication process that you adept to interact with the candidate

5.     The steps involved in the selection process

6.     Number of hours you made this person to wait

7.     Time you take to issue the offer letter

8.     Hassles and problems you create to give the offer and appointment letter

9.     The credibility of the information that you have provided to this person at the time of interview about the company and about the job.

10. You need to convince the person as what your company is having that others are not having? What is your competitive edge? What type of future or growth that person will get if he decides to join your company?

Each of these factors decides the time this person will stay with your organization. So, you need to adopt the same process and practices as you do to woo a girl. Be prepared. Be your best. Present a good but true picture of the company. Share the growth prospects and growth plans. Always be on time, maintain your commitment, start the interview on time, don’t let the candidate wait and if you are late and say sorry. Let there be less hassles.

You need to convince your partner, how you are different from other boys or girls? What type of future that person will get if he/she decides to marry you.

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1.     The way you welcome your new employee.

2.     The way his team members treat him.

3.     The information your provide to him.

4.     Which senior managers interact with him?

5.     Setting the clear expectations.

6.     Criteria to measure the performance.

7.     In brief, job description, KRA’s; Performance Criteria; Performance Management System; Performance Evaluation; Reward System; Career Planning8. In total, the comfort level that you extent to this person.

Just like your engagement, where it is important to decide as what is expected from each other.

1.     If both of them will work or not

2.     If both are working then how they will share the household responsibilities… who will take care of cooking, cleaning, washing; who will take care of kids, their homework, their school commitments, who will keep the track of their growth in school; who will take care of grocery and other day-to-day expenses; who will take decisions related to other investments, house, car, holidays etc.

3.     What is expected and what are the things to be avoided?

4.     If both are working… then they should not have any other commitment for the weekend.

5.     If they will be staying in a joint family or separately (I think, usually these are things we share.)

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Though it is very late, you was not able to give enough growth to the person; you was not able to give a balanced work-life; your reward system is not good enough to keep him motivated. On the other side, you was not able to give enough time, love, care and space to your partner; you failed to understand and adjust with your partner; there was breach of trust. Still, you can make efforts… make attempts to RETAIN YOUR EMPLOYEE and SAVE YOUR MARRIAGE.

At least learn from your mistakes and try not to repeat such mistakes in future.

HR Department – Your in-laws

1.     HR Department can give you infrastructure, facilities to ensure that you give you best.

2.     They can make employee friendly policies, processes and procedures to ensure that you grow in the organization… as a person, as a professional.

3.     They can appreciate your work.

4.     They can ensure proper communication process; make sure that you are heard.

5.     They can give regular feedback, appreciation and recognition.

6.     They can give training to your boss; give coaching to your boss, if his management style is not good.

Just like your in-laws, who take care of your house, your kids, when you go out to work? They help you, in preparing the dinner. They ensure that you get respect and care in the family. They ensure that you are heard for your ideas and opinion. Get appreciation for your work.


Just look at the employer-employee relation in this perspective. Your boss is your spouse. Your Team Members are your in-laws. Other Colleagues in the organization are your relatives. Doesn’t matter what others talk about you… it is important what your boss…your spouse think and talk about you. Before making cordial relation with your relatives… it is important to have positive relations with your team-members. As you know people don’t leave organizations… they leave bosses. Similarly, if marriage is not working… people go for divorce because their partners are not good. No one go for divorce because of the reason that their in-laws are not good… or their relatives don’t like them. Think about it and share your comments and feedback.

Regards: Sanjeev Sharma

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