Article (January-2017)


Curbing attrition and workplace stress

Divij Singhal

Designation : -   CEO

Organization : -  ICCS Ltd.


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Of the four factors of production - land, labor, capital and enterprise - the most vital one happens to be labor - workforce or employees. No company can run without a workforce. However, the problem is that employees or human resource isimmensely 'mobile'. 

In fact, human resource is not static. It is movable. The movement of manpower from one place to another is continuously influenced by the working conditions, atmosphere in the workplace and behavioral pattern of the management. The psychological environment in an organizations cast massive influence on the human resource. If they find it conducive, they will stay with the organization; if otherwise, they leave the company at some pretext or the other. 

It is due to their mobility or frequent movementthat most companies and organizations face the problem of attrition. Currently, all corporates are trying to find effective ways to retain their human resource. High attrition poses a serious problem to organizations as tends to affect their growth and stability. 

When the employees are dissatisfied with a particular company or organization, the level of their stress goes up. This factor contributes to the exodus of employees from the organization. 

To combat this penchant problem of attrition, companies are increasingly adoptinginnovative measures to retain their workforce. Some of these measures include empowering employees through self-motivational programs, creating a leadership pipeline, building a healthy work environment by promoting a culture ofwork-life balance.

Regular seminars on women empowerment
Holding regular seminars on women empowerment and other related programs induces women employees to remain loyal towards the company because of its diverse culture. Women employees must also be given due recognitions and growth opportunities to increase their sense of belongingness to the company. 

Equal pay
Remuneration continues to play a critical role for an employee to look out for better opportunities. This is compelling companies toput regularly review mechanisms in place. 

Employee health and wellness
Putting employee health and wellness at the forefront also has become pivotal. Organizations are building state-of-art office infrastructure to help employee relax and have comfortable work conditions. Organizing regular health check-up camps offers a major benefit to the employees. They feel the company is concerned about their health. This, in turn, enhances their loyalty towards the management. 

Organizing outdoor activities including sports events also motivates employees and helps in building a positive yet competitive mindset. By participating in regular championships such as table tennis, dance and music, employees get a chance to showcase their other talent which may help them to feel relaxed and work with refreshed rigor.  

Awards and recognitions
Annual function is another factor that acts like an adhesive to retain employees. Employees feel their talents are being recognized and good work rewarded in such gatherings.  In fact, most of the companies have a set annual budget for employees' recreational programs and other related activities and they are going all out to make the most of those budget through means of training, recreation, fun activities, rewards, etc.

Training and workshops
Regular in-house training workshops are conducted by organizations on various subjects from management to motivation. Sometimes organization leaders conduct these trainings which not only help to understand the company vision better and deliver more but also shortens the gap between them and motivates them to contribute more towards the growth of the organization. 

The companies should regularly impart in-house or onsite training to its employees on a wide range of issues including management programs, sales training, health & safety and leadership programs. This also helps a company to create a leadership pipeline. Those participating in it feel that they are integral part of the company and are in the pipeline for major future roles as corporate leaders. In fact, such programs also help in developing the skills of the employees. By participating in programs, they feel they are participating in the management.

Open door policy
Companies are also moving away from closed door policies. The hierarchy chart has almost become invisible and all employees have now direct access to the senior management. This not only acts as an opportunity for second level down leadership to showcase their caliber, working directly with the bosses also acts an encouragement factor. For organization leadership, if utilized properly this acts as a tool to spot and groom future leaders.

Though well-defined but companies are now more open towards their work-force donning various hats so as to avoid monotony. Static job deliverables sometimes create ambiguity in employees mind for his growth prospects and hence demotivates them. Involving employees under various campaigns does add a breath of fresh air and corporates are now revising the segmented flow. 

We all know the growth of a company depends on its dedicated and loyal workforce. More we retain them, more brighter prospects of the company moving higher on the growth trajectory.