Retention At Junior Levels of Employment An Increasing Challenge For The Companies

Employee retention is one of the most important elements of a successful management. In recent times, when the employment opportunities have surged and candidates are looking for employment benefits other than just a fat pay check, retaining existing employees has become essential yet increasingly challenging at the same time. While the iteration rates are prominent across every segments and industry, one trend is common across all. Retaining employees at junior levels has become most difficult. There are few possible reasons behind it.

• The most prominent of all issues is the poor management at junior levels. It is often observed that this segment of employees is mostly mishandled by their managers. It creates a difficult work environment for them influencing resignations. At lower levels the direct relationship with the supervisors is one of the primary causes of iteration.
• In junior levels, compensation plays an important role towards employment. People at junior levels are often influenced by higher pay opportunities which help them to address their financial aspect in a better way.
• Employee engagement is often neglected at this level. They mostly do not get a chance to participate in idea and thought sharing sessions and programs which has a negative impact on their engagement criteria.
• Lastly, people at junior levels are often entrusted with same set of daily tasks. It becomes repetitive and exhausting after a certain period of time. This reduces the enthusiasm related to the tasks after some time.

Hence, it is crucial to address the issues in the right manner in order to increase employee retention at junior levels.

• Executive recruitment is an important step towards building up an effective workforce. It should be addressed in a proper manner by recruiting the right candidate through proper analysis of professional behavioural pattern and other related traits.
• Since compensation plays a significant role in this level of employment, it is better to set the standards at par with the current market statistics in order to reduce iteration. It will help in prevention of losing employees to competitors.
• The compensation and increment packages should be reviewed at regular intervals so that it remains up date with the industry standards.
• Flexibility should be promoted at these levels in order to provide a proper work and life balance to these employees. Often at these levels there are bulk tasks with pressed deadlines. Frequent scenarios like these might put off the enthusiasm to work.
• Employee engagement is a key element towards maintaining people at junior levels. Opening up the scope for suggesting and feedback develops a relationship with the management.
• Lastly, promotion of positive work environment is crucial. The managers can actively contribute towards building up this environment for junior staff. Having communication with executives at regular intervals, asking for proactive feedback regarding work and other related areas and resolving issues in an effective manner promotes employee retention at junior levels successfully.