Almost 54% of the Indians plan to quit their job right after the completion of 12 months in their current place of work.

Earlier this year Mercer came out with are port that made a rather startling discovery revealing that almost 54% of the Indians plan to quit their job right after the completion of 12 months in their current place of work.

The saying you’re only as good as your last byline now finds a new meaning within corporations with respect to this study.The success of a company is measured largely on their ability to retain employees on a consistent basis, especially now when the professional market out there is so flexible and specific to the needs of a personnel. Millennials, who now extensively comprise of all the new entrants within the ever evolving job market are a driven set of individuals who are brilliant, but restless. They are not afraid to let go of their prevailing employment status in search of the next big thing.And, their sole reason may not solely revolve around money but,the feeling that they are not contributing enough or, are a part of the corporation’s ‘ vision’.  It's no longer enough to offer a competitive salary and benefits package to earn the loyalties of an employee. 

Businesses have begun to realize that they now have to promote their workplace as an ideal breeding ground enriching jobs meets a conducive working environment. Retaining top talent is a struggle for many organisations but there are several things which can be done   in order to augment the likelihood of your star employee signing the new contract after completing a dozen months.

Encourage Flexibility                                                                                

Employees today look for mobility and flexibility simultaneously in the workplace. We are now way past the strict 8 hour 9 – 5 work shifts. The smooth workplace transition on options such as flexible hour and sabbatical policies have now become the core competency factor of a conducive work place. Flexible workers are not only happier; they're more productive, thus corporations now should be more liberal with the evolving desires of their workforces, a step which will further have a positive impact on their respective business.

Create an exciting program for recent college graduates

College grads entering their first year of work have a much higher tendency of moving out of the work place at much brisk pace than anyone else. Fresh off the academia ecosystem, the responsibility after falls upon the company to make a lasting first impression in order to bring about the best facets of their potential.  Companies must carefully guide them and consider options such as long term fellowship and intensive programs that offer recent grads with engaging opportunities throughout various departments, and further fine tunes their business skill. 

Augment employee engagement strategies

It is a well observed fact that only a small amount new recruits are fully engaged in their new reprised roles within organizations. It is disappointing to see this trend considering the great lengths many organisations take in order to create a positive and vibrant work environment to ensure an open platform for dialogue. Engaging the youth in decision making and giving them full autonomy along with a healthy work environment is the central basis towards establishing a positive employee relationship. In order to attain this stature, enterprises will have to invest time and money in developing the right strategy and technological investment in order to make sure the communication is both up to date and impact. 

A group of talented employees in a firm have the ability to have a meaningful impact on their businesses across, but when the talent in place is misidentified, disengaged or unchallenged then they tend to become a liability and drag the overall performance of the workplace. Their eventual derailment from the path can damage employee retention and commitment across the organization, and in turn deplete the firm’s leadership ranks. Senior executives need to drive the idea that ‘high powered’ ranking is not primarily an acknowledgement of past achievements but an assessment of future potential. HR executives should lead by example here by challenging the potential of rising stars, and not let them rust within realms of mediocrity and drive themselves into oblivion_.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house