HBFITES has one of the best team of Networking Gurus and a leading light for the best instructor led VOIP CISCO CVPD Training Center and Classes in India. HBF group has grown significantly since their inception and from being the best CISCO CCVP CCIE training center in India they have diversified into other IT related services also and are regarded as one of the best IT education and training Institutes of India. The main reason behind their growth is a highly motivated team of professionals who have been with them since their launch and afterwards too and they have absolutely no problem of retaining their workforce.

In todays era of globalization and cutthroat competition many companies are experiencing high attrition rate. This should indicate that there is no dearth of opportunities and no problem of unemployment, but the scenario is quite the opposite. So what is the real reason for people hopping jobs like a marshy frog? Let us try to find an answer.

Observe closely that how do people go about doing their errands, supervise their work and you will find that employees dont always do what you want them to do. On one hand, they act as if they are competent professionals, but on the other, they procrastinate, miss deadlines, wait for instructions and take no initiative at all. They blame others when something goes awry and worst of all, employees become defensive when you try to imbibe them with traits, which will help them to perform better, enhance their growth, do result oriented work, achieve goals, increase their knowledge and excel in their field of operation.

So what do we do if we are on a higher management team and have the responsibility to get things done? The best way out is managing performance and not people, we must begin by finding out exactly why the employee is not meeting our expectations. Perhaps the employee is unclear about what we want him to do. He may lack the time, tools, talent, training, or temperament etc. required to effectively perform the job. He may disagree with our requirements or expectations. Whatever the reason may be, we will not have an optimally performing employee until we identify what is wrong with his functioning or perceptions and most importantly his lack of will for self improvement.

When an employee is failing at work, we should urgently try to diagnose the problem which is hurdling or disturbing his performance levels, by checking the work system which is causing the person to fail. Once the employees know what they are supposed to do, we have to provide them with time, tools, training, and motivation and show them how they can improve by the optimal use of their talents and individual brilliance etc. The easiest to apply and also the most effective ways to solve the problem of employee retention are tools, time and training and once the employees are equipped with them, they will invariably start doing their job well – or they will move to an employer who provides them with all these.

There are some other important factors too, which need to be looked at, like making sure that the employee knows the goals and the outcomes expected and should share the vision of the company with the top management. Over load of work also plays a major roll in employee retention because once an employee becomes overwhelmed with the magnitude of the task, his interest level will also diminish. We must establish a critical path for the employees work as this would enable us and the employee to identify the major milestones in a project and at the same time to translate the commitments into reality, but take care that commitment is a two way process and we can only haul up an employee if we have fulfilled our commitments too, otherwise the whole exercise will be futile.

The employee must be made clear that how his work fits into the larger scheme of things in the company, as this will have a positive outcome and enable the employee to understand and appreciate the value his work is adding to the overall success of the company. The employee should be fairly compensated for his contribution and rewarded for achievements, a simple pat on the back or just saying  - well done, can also work at times, but not always as the tangible incentives always works wonders to raise the motivation levels of the achiever in particular and the entire team in general, more importantly it creates a healthy competition within the company and prompt others to emulate the achiever, which is a win, win situation for all.

Try this method, you have nothing to loose but on the contrary it may make things easier for you to retain and as well as motivate the entire workforce.

From the Desk of Alok Sharma