With the economy of India booming the all time high, it is an employee’s market. A large number of multiple jobs are being circulated in organizations and across industries, employees take little time to ponder and leave for greener pastures. In the event the employee feels dissatisfied with his job content, colleagues, boss or a general feeling of discontentment, disillusionment or disappointment creeps in him, considering present market conditions he need not think twice but can easily chucks for good.

But obviously it is not good for the employers. Organizations spend a major buck in inducting an employee, beginning from the recruitment process to his internalization in the organization. After reaping rich benefits in the organization in terms of learning, growth, development and availing every possible opportunity in that time span he feels he should go. The HR department is left in the hanging as how to fill in the gap between the demand and supply in terms of human resources.

But it helps organizations understand why at all attrition takes place. Why at all at the first place did the idea for leaving come in the mind of the employee. And if at all it came, then why the organization was not pro-active enough to have sensed his dissatisfaction. Furthermore why was it not well equipped to have stopped him from leaving? The entire cycle is vicious.

Normally no one welcomes change unless it is forced to be applied. Similarly when an employee joins the organization, he really has no intension of leaving. Circumstances and conditions arise which make him think towards cutting ties. If negative conditions continue to exist then he is confirmed to leave.

We all know people do crib about money, not good perks and facilities but if they are happy they stay for the sake of that happiness. People also join organizations for their need for socialization. When they form friends at their work stations; they look forward coming to office every morning. People leave because of boredom and disenchantment from every thing. They find no other recluse other than leaving towards some where else.

Companies like Bausch and Lomb have understood the importance of this aspect of human need. While undertaking recruitment in Bausch and Lomb, the HR managers ensure that he candidate has potential for coaching, mentoring, has the right amount of warmth, effective relationship management and well demonstrated enthusiasm. On the parallel lines the organization also acknowledges the need for the people to establish positive vibes with the new environment. As part of this comprehensive policy is the assignment of ‘buddies’ for every new recruit for the first three months. “Buddy’ is the person who will provide support to the new recruit at any time and sort out his queries. This is reinforced and furthered by the effective feedback mechanisms about supervisor and managerial conduct, goal alignment, internal communication, time to time training and other such gamut of HR functions. Employee development and growth, learning opportunities have become more critical factors in inducing retention. A vibrant and transparent system of functions across the cross section of the company is the major determinant in retaining employee and in infusing employee’s trust in the company.

Satyam Computers India is fighting attrition by infusing individualized responsibilities and developing leadership in its every associate. They have initiated specific incentives for specific groups which are different for entry level positions, middle level, senior managers, fast trackers and its overseas associates instead of general benefits for each one and everyone. Satyam very well recognizes the significance of fat monetary factors besides the hygiene factors in sustaining retention. These are well complemented and supplemented by the intrinsic need for growth and development. Besides this ‘job enlargement’ and ‘job enrichment’ go a long way in motivating the employee in terms of his learning and growth opportunities.