How to convince an employee to stay?

When an employee informs you (HR Departments) of his plans to resign, you may scramble to find ways to convince your employee to stay. Have a few employee retention techniques prepared to counter-offer a resignation. With the right approach, you may avoid losing a valued employee. I am not a HR professionals but my suggestion is………

·         Increase Benefits

·         Promote and Increase Salary

·         Improve Workplace Environment

·         Motivate with Incentives

·         Prevention Retention

 

 

Strive to make the workplace pleasant and positive so employees will be happy and won’t want to leave. Make communication a high priority with regular meetings and an open communication system. Listen to employees, encourage suggestions and implement ideas. When employees feel valued and share a sense of ownership in the business, they will be less likely to leave. Provide treats at the office regularly. Organize employee activities regularly -- including the families of employees -- to encourage bonding between staff.

It might be already too late, as an employee never takes a decision of leaving easily. Anyways, I would start first by a friendly chat to know the reasons that he's leaving for, or the incentives from the other party, he's leaving to, that are making him leave. If I can not remove the reasons, or compete with the incentives, I'll just shake his hand and wish him a good luck. Otherwise, I would clarify to him what would he be missing, and encourage him to think it over carefully, mentioning to him that whatever his decision is, I'll support him

As a manege you hate to see one of your employee goes ,but bushing someone to stay can do more harm than good that is why you have to sit down and get down to the real reason why he/she thinking of leaving if the answer is related to personal reason or issues that does not hurt the co. in the future i will fight and go an extra mile to be supported and helpful as much as possible after all we become like family seen him every day,but if the answer is loss of motivation or no longer he is willing to put the offer to give his employer a 100 present then maybe the best of the two of us to let him go

In my point of view only two reasons 1.His/Her compensation(expectation) not meeting ones own requirement. 2.Working atmosphere may not fit after sometimes with various reasons. In this both the cases we may not able to convince the employee. It is the best way taking care of the employees atmost care in terms of social security and it is very important to monitor until redressal of grievances.

Understanding & listen him about the cause for his discussion if reasonable & go to support to correction his discussion by many thinks Training Motivation Development performance Clear job goals Historical work time in company

When an HR department needs to convince an employee to stay at a firm, he should be a valuable asset for this company. If this employee is so, then the following Steps should be taken into consideration: - ask the employee in a friendly way the reasons of his leave - discuss the reasons with him to find a solution that will be a benefit to both sides - increase his salary - Promote him to a higher position so he may feel that he is an important asset to the company - more benefits - increase his yearly bonus In conclusion, employees are an important asset to the company when they are effective, productive and experienced. So losing such an asset will be a loss to the company especially when the employee had been in the company for more than 2 years and it is hard to replace such talent.

Understand the reason and situation. Ascertain the persons importance.Discuss and clarify his problems /reason to resolve it.

One of the techniques is to visualize the quantitative values and competitive cores of the organization within the industry and environmental stability  of the firm where the employee road map to position him self in the future for higher ranks is paved already and secured  .

On the other hand if for any reasons there are financial inabilities facing the firm some sort of promoting the employee and incorporating him for crucial decisions will yield self satisfactory catalyst to stop the beading of resignations even if incomes were reduced .

Mustafa Altom

If employees (service personnel) pull their plans to find ways to convince their employees to stay. Some employee savings methods are prepared to respond to an emergency. With the right approach, you can prevent the loss of a valuable employee. I'm not a pro, but my suggestion ...

  Profit growth

  Promoting Wages and Rouse

  Improving the working environment

  motivation

 Summer Prevention

 

 

Problems developed a pleasant and positive work to be happy because their employees do not want to leave. Communication is a priority, with regular meetings and an open communication system. Listening to employees make more suggestions and ideas. When employees in the industry have a sense of belonging loved and shared, they are less likely to leave. Between regular trips to the office. The activities of regular staff, including family worker organizations to promote employee retention

We all agree on the importance of human capital. In my opinion before being faced a resignation, we must react by setting up a very clear career plan and implemented the cultureof sustainable stability for our employees, also be attentive to the strong and weak points of each member team. Making training plans, pulled up the best team member andsetting up the pecuniary rewards to the best contributor.

first of all you should ask the employee why he need to resign ? then according his answer we try to solve  his problem 

if he is not happy at work because of unfair treatment  or lack of training , or unexcited  to work - then we had something wrong we have to solve it 

if he need salary increase during the year or he looking for better place to work then  good for hem to leave and we wish him the best