Mr. Sandeep Jain

Hello I agree to what Mr Vishwadeep said. I feel you should try do and deep dive to know career goals of people you are dealing with. Give them fair opportunities inside the process keeping into consideration your deliverables. Do a survey with employees, get to know their needs and make a plan for career growth. Try and create growth road map within the process keeping into consideration the cost attached. I feel People are valuable assets, losing them would lead to more hiring, training cost. So if we could retain our good employees by giving them better opportunities within the process, half the job would be done You can also think of revising the compensation structure. You may come up with better incentive plan, racognition plans etc. As per me, one employee probably costs us let's assume 3 lakhs / year however, losing that employee, especially a tenured one could even lead to more because ultimately we will land up hiring and training people and they are going to take their own time to come up the ladder resulting in low productivity, less efficiency. Create SME's, talent pool within the process, groom them, spend quality time with people and keep them engaged. Yes there could be more than a reason for leaving, so we need to work on each separately (controllable). Each one of us works for growth, money at the end of the day. so I am sure if we manage to provide ample growth opportunity to them, they will definitely stick to the company and will feel motivated. Sandeep Jain