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Motivating Employees To Reduce Attrition At Workplace

India boasts that it has the world's largest Generation Z population, consisting of approximately 472 million individuals born between 1997 and 2012 Suhas Bhat Director – Human Resources, Cientra.

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Given the surge in talent mobility during recent times, organisations are struggling to keep their members engaged, connected, effective, loyal and motivated. The Indian IT industry recorded 25.2% employee attrition in FY22, as per a report by Teamlease. Employee turnover impacts a company's profits. The cost of recruiting, hiring, and training new employees is always higher than retaining the good ones. Moreover, productivity may decline as newcomers take time to adapt. Hence, maintaining employees’ motivation is crucial.

India boasts that it has the world's largest Generation Z population, consisting of approximately 472 million individuals born between 1997 and 2012. Gen Zers are passionate about making a difference, they want to make an impact and feel valued. However, many times, traditionally-understood, vertical growth is challenged in the BANI (brittle, anxious, non-linear, incomprehensible) fast-moving era of work. In such an environment, employees seek a flexible and customised approach to career growth, with every member having the opportunity to veer toward his/her inherent strength, so as to make a better impact at work.

The opportunity to pick up new skills and roles at the workplace instills loyalty and employees feel more valued. Such skilling and reskilling opportunities allow employees to move horizontally, vertically, or diagonally within an organisation in new roles and functions that bring about a refreshing change. Here are some ways employees can remain motivated at work, which would help to cut down the attrition rate and boost employee morale:

Personalised approach: It’s important to understand the career aspirations of employees and give them opportunities to carve out a distinctive niche for themselves by giving them projects that align with their distinctive skills, career goals, and interests. A work environment that offers continual upskilling is hugely attractive to millennials and Gen Z employees, as they broaden their work profiles. This approach also helps an organisation achieve Diversity and Inclusion goals, and women who have taken career breaks to fulfill family obligations, or people with special abilities can grab opportunities that are suitable to them.

Communicate your vision: Employees value their organisation more when there is greater transparency about the growth and future plans of the Company. By communicating growth plans, organisations can create a more loyal workforce as people come to know the organisation’s vision, plans for growth, the discovery of new markets in different geographies/new acquisitions, etc. When the employees are convinced of the Company’s vision, they will be inspired to contribute towards the growth of the company and come up with ideas to expand the business.

Rise above stereotypes: There is a tendency to attribute certain qualities to certain age groups. For example, older employees are often perceived as less tech-savvy, while younger ones are labeled as impulsive and lacking commitment. It’s crucial to steer clear of such generalizations. When businesses foster a culture centered around a shared objective, it paves the way for knowledge transfer between generations. Every employee, whether young or old, can benefit from interacting with others. Harnessing the strengths of both age groups is essential for organizational growth. 

Transparent performance assessment: Often employees aren't aware of potential opportunities within their organization. This lack of awareness can result in looking for jobs elsewhere than within their own Company. To combat this, many organizations have started using tools that provide insights into employee performance while highlighting internal opportunities. By assisting their workforce in tracking their progress and setting higher goals, Companies act as mentors. Given that employees are eager to curate bright career journeys for themselves, such growth platforms at the workplace foster a feeling of loyalty.

Supporting employees in setting career objectives: Some employees might prioritize gaining knowledge and experience, while others may have long-term career aspirations. Analytical insights from talent mobility tools evaluate individuals based on their behaviour patterns, motivational factors, cognitive skills, and previous experiences. Such insights may be periodically shared with employees, who may then introspect on their performance, and chart their career trajectories more effectively.

Employees are the biggest assets of an organization, and their growth directly impacts the Company's success. By investing in their professional development, Companies not only foster loyalty but also reduce the chances of them seeking opportunities elsewhere, thereby minimizing attrition.




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


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