| Software Development companies in India normally | | | | insecure continuing in the same company for long |
| hire many staff members, some times 100 (for | | | | period of time. |
| medium size operations). They think of many ideas to | | | | While the overall subject is "outsourcing" and |
| retain the employees who carry out the work | | | | completion of outsourced work, each company in this |
| outsourced to them by their clients. One idea is to give | | | | field is unique in its own way. Many employees who |
| them a bonus in the form of slips to get commitment | | | | seek "change" do leave their company in search of |
| from the older employees. This means that the new | | | | better exposure to new technology, handling bigger |
| employees are more or less sheltered from immediate | | | | teams. In such cases the employees leave inspite of |
| exposure to customers and can learn the outsourced | | | | best efforts from their current organisation. They are |
| jobs properly. These bonuses ensure that employees | | | | the pioneering kind of people who are looking for that |
| motivation level remains high, they deliver good results | | | | "extra" experience in this very competitive outsourcing |
| on even larger scale. The senior staff of these | | | | industry. |
| companies help their employees get better prospects | | | | All said and done no company can ever retain all its |
| and good job opportunities. | | | | employees. They can however change, adapt and |
| Retention awards - Plans by Software Development | | | | modify their strategies, norms and culture of their |
| India. | | | | office or administration. Even this will not stop |
| The employee turnover (churn) has increased so | | | | employees from feeling bored or fatigued. |
| much that many IT companies are now forced to | | | | Disincentives like bonds for minimum work period after |
| organize and manage their employees in a | | | | joining do not work. Positive motivation through bonus |
| professional manner. These organizations that take up | | | | etc also have little effect on the segment of |
| the outsourced work use benefits like extra perks, | | | | employees who are bent on looking for a change. |
| medical insurance, general insurance to retain their | | | | Outsourcing companies usually tend to trust those |
| employees. This fact has been confirmed by many | | | | suppliers whose staff have been in the company for a |
| Yahoo groups and Google groups that discuss HR | | | | long time, the company is stable and the staff are |
| activities and developments in the outsourcing industry. | | | | comfortable with their work environment. Any form of |
| Inspite of the best efforts of organizations delivering | | | | additional pressure or harassment can lead to various |
| the work that is outsourced to them, many employees | | | | personnel problems. This inturn leads to the |
| do leave their current organizations. This is mainly due | | | | dissatisfaction and finally problems. The work produced |
| to ever increasing attractive perks and benefits that | | | | by such staff is not upto the mark. For outsourcing |
| many companies offer to attract the best talent in the | | | | companies, it is not just the profits but also the |
| industry. Therefore, like the allegory "One cannot | | | | employee turnover that matters. High level of |
| sneeze with his eyes open", it would be foolish to | | | | employee turnover means extra expenditure in |
| expect that a company can retain all its employees for | | | | recruiting and training more staff. |
| ever. There may also be some employees that feel | | | | |