Hi ,

apart of motivation, engagement , fun @ work you can add few more verticals. Job rotation, technical trainings, certifications in there respective domains, recognition awards, incentives etc.. will retain your employees. All of the above can be success only when your employee is satisfied with timely response and transparency in his career. sometimes minute things make large difference for employees.

cheers
revathi.

Hi Alamu,

Revathi has already given some good points.

About your confusion, it looks like, your Orgnization requires a strong system to drive Performance Appraisal which results into successful Performance Management at large. It can play a pivotal role in your retention strategy!


Nevertheless....

If your data says that attrition rate is very high in your Organization, then
+ figure out which group of employees is/are contributing the most.
+ identify the age, experience, education, sex,....relevance to the no.of resignation and releases.
+ when you read employee engagement literature/empirical papers, you see that there is positive correlation between employee engagement and retention. So, this is a vivid example that retention strategy can be a huge topic to take up. Hence, identifying the actual problem area and targeting it by customized intervention areas suitable in your Organization will help.

People leave Organization of various reasons: boss, limited learning, no growth in experience, less pay, no role expansion/enrichment, location constraint, ........ you need to find out which one is the major culprit in your company :-)

Good wishes,
Paramananda