Your IT outsourcing company has high employee turnover. How can you use feedback to improve retention rates?

Employees turnover is a very big challenge for any IT outsourcing company, to avoid that there are some procedures must be considered such as conduct exit interviews, this procedure will let you know the reasons why the employees are leaving so you can do something about it before it is too late. Another procedure is regular surveys and one-on-one meetings, this will allow you to gather a lot of feedback and information also meetings will allow you to meet the employees face to face and discuss their concerns, career goals, and any challenges they are facing. Another procedure is to act on feedback, you already collected a lot of feedback and information, it is time now to act on it and the employee can feel a change based on their feedback

Improving retention rates in an IT outsourcing company with high employee turnover requires a strategic approach that incorporates feedback from employees. ->Start by conducting exit interviews with departing employees to gather insights. ->Thoroughly analyze the feedback collected from exit interviews to identify common themes. ->Based on the feedback analysis, prioritize the areas that need immediate attention. ->Share the findings from the feedback analysis. ->Collaborate with department heads to develop action plans. ->Implement the proposed changes. ->Establish mechanisms for collecting ongoing feedback from current employees. ->Track & measure the impact of the implemented changes on retention rates & employee satisfaction over time.

It assists in determining the underlying reasons for excessive employee turnover, such as a dearth of prospects for professional growth, low pay, incompetent management, or ambiguous job requirements. Companies may make well-informed decisions to improve the work environment, address employee problems, and implement initiatives that increase job satisfaction and engagement by actively seeking and acting upon feedback. Higher retention rates may follow as a result of the employees feeling acknowledged, respected, and encouraged to stick with the organization. Feedback also promotes an environment of open communication and ongoing development, both of which are critical for sustained success and staff loyalty.

Um acompanhamento muito próximo de cada consultor alocado, que este consultor tenha fácil acesso ao seu contato e que ele pode passar os pontos que estão agradando e não no projeto para que sempre haja um alinhamento entre a expectativa e o que realmente é o projeto!

Feedback is critical to improving and understanding retention challenges - it can be as simple and pay and benefits or engagement and being heard but ensuring everyone has a voice and there is an action plan for improvements is key. Also you need to look at the profile of who is leaving and what groups they fall into as an example do you have a challenge with people early in their careers or people coming back from maternity leave - this allows you to focus your efforts. One factor that should not be ignored is that for some people moving on as a next step is not a bad thing and we should explore options but not stop or create negative connotations when people move on.

One approach is to conduct regular employee surveys that cover various aspects of the work environment, including job satisfaction, management effectiveness, and company culture. These surveys can be anonymous to ensure candid responses. Additionally, implementing a suggestion box or online feedback portal allows employees to share their thoughts and ideas at any time. Regular one-on-one meetings between employees and their managers provide an opportunity for more personalized and direct feedback. Exit interviews with departing employees can also offer valuable insights into the reasons behind their decision to leave.

Be precise and concentrate more on observable actions or results than character attributes. When expressing your viewpoint, use "I" expressions to avoid coming out as accusing. Conversely, you could state, "I noticed that the report was submitted late," as opposed to, "You are always late with your reports." To make your points and aid in the recipient's understanding of the situation, give concise examples. To inspire and promote development, strike a balance between compliments and suggestions for improvement. Provide practical advice on how the recipient can resolve the situation or make improvements. Lastly, be receptive to communication, letting the other person express their viewpoint working together to find answers.

Start by being receptive to new information and receiving criticism with an open mind. Actively listen without interjecting, keeping your attention on the feedback provider's point of view. If needed, get further clarification to make sure you understand the points being stated. Instead of being defensive or instantly defending your behaviour, give the material some thought and give it some thought processing. Consider the input to pinpoint areas that need work and create a strategy to fix them. Thank the individual who gave you the feedback for your opportunity to improve and for your input. Recall that accepting criticism with grace shows maturity and a dedication to ongoing progress. Feedback is an important tool for development.

Begin by reflecting on the feedback to identify key areas for growth or change. Prioritize the feedback based on its relevance and impact on your goals or performance. Develop a plan with specific, measurable actions to address the feedback. For example, if you received feedback about improving your time management skills, you might set a goal to use a daily planner and allocate time blocks for tasks. Communicate your plan to the person who provided the feedback, showing that you value their input and are committed to making improvements. Implement the changes and monitor your progress regularly. Be open to adjusting your approach based on ongoing feedback and results.