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A Homely Office Boosts Retention

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DQC News Bureau
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While getting the right people and retaining them is a huge issue of

concern for many system integrators, Harish Shetty of Binary Systems believes

that a workplace environment plays a significant role in defining how long

people will stay in the organization

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As we move towards becoming a developed economy, organizations across the

board are up against new challenges. The biggest and the most critical being

those related to manpower.

It has been predicted that getting skilled manpower and moreover retaining

them is going to be one the key business concerns this year. Organiza­tions are

burning their midnight oil to see how effectively they can ensure that they have

the best of skill sets with them, and that attrition rates are kept lower.

Finding and successfully recruiting manpower is the most frequently reported

barrier to the growth of an organization. More often than not, we hear of

employers being forced to recruit people who might have potential to develop,

but who do not currently fully meet the needs of the role.

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It challenges top managers to consider the future resource needs of the

organization and address issues of succession planning.

Harish Shetty

Varied options



Getting the right profile of people for the job is a huge challenge today.

Probably that is because the options available today are by far varied and

larger. So people tend to choose bigger organizations like Wipro or Infosys over

smaller companies like ours.

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That is not just the end. Even if we get the right kind of people, meeting

their expectations and giving them the right kind of growth path is another

challenge, because this is what we need to do to retain the best of our people.

The issues related to manpower retention are similar across the board, be it

technical sales or other.

So what happens if a well-trained person quits? What happens if say a person

at the lower rung of the ladder decides to go? It has happened before and we

face it even now. If a person at a senior level quits, then it is a loss of not

just manpower but also time and opportunity till a replacement is found. If a

person at the lower rung quits, again the others may get overburdened with work

and this tends to affect their productivity adversely.

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Positive influence



While there is no quick fix solution for retaining people, the work

environment has been recognized as a big influencer on employee retention.

Through demonstrating a passion for learning and development, employers can not

only reward people for their contribution, but also value their skills and

potential.

The management can also adopt a range of measures and techniques that provide

a picture of performance. These include external assessments, and self-review to

monitor performance. Effective evaluation also depends on forward planning and

working out how activities contribute to the objectives in your strategies. It

should also include how success will be judged, and what will be your approach

to gather feedback and measuring impact.

In essence therefore, while pay and benefits may help to attract staff, it is

the workplace culture-the relationship with managers and colleagues; involvement

in decision-making; and development opportunities, which determine how long they

stay. The skill sets needed in a changing economy are also changing rapidly.

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Fundamentally, work is good for individuals too, offering not just income but

also human contact, mental stimulation and is linked to improved physical

health. So keeping people well at work makes sense all round. Working in a

friendly team of supportive colleagues and being able to balance the demands of

work and personal life can also help.

The author is founder of Binary Systems, Bangalore

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