Our Services

Human Resources Consultancy

We assist corporates with strategically integrating effective HR processes

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Management Consultancy

We support organizations to improve their performance, operates primarily through the analysis of existing organizational problems

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Financial Consultancy

The financial team of Resources is specialized in taking care of the financial operations of corporates.

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about us

Employees are the most important assets of any organization, hiring employees is just a start to creating a strong work force, the most important part is to make them stay with the organisation. High employee turnover will affect the productivity and performance of the business. The below are few tactics to retain your employees.


Competitive Benefits:

Ensure that you provide competitive benefits that help employees in meeting their needs. Providing health insurance, life insurance and a parking allowance is essential in retaining employees. But other perks, such as over time and free transportation, go a long way to show employees you are willing to accommodate their needs.

Perks & Incentives:

Special gifts during festive seasons, birthdays. If you help employees better manage their lives, they’ll appreciate it and may be more likely to stick around.

Training & Contests to help keep workers motivated and feeling rewarded.

 Done right, these kinds of programs can improve employees performance; they will be focused and excited about their jobs.

Conduct "stay" interviews.

 In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.

Promote from within the organisation.

 Give employees a clear path of career advancement. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.

Foster employee development. 

This could be training to learn a new job skill or tuition fees reimbursement to help further your employee's education.

Create open communication between employees and management.

 Hold regular meetings in which employees can offer ideas and ask questions. Have an open-door policy that encourages employees to speak openly with their managers without fear of repercussion.

Get managers involved.

 Require your managers to spend time coaching employees, helping good performers move to new positions and minimizing poor performance.

Communicate your business's mission.

Feeling connected to the organization's goals is one way to keep employees mentally and emotionally tied to your company.

Offer financial rewards.

 Consider offering bonus or other financial awards for employees who meet performance goals and stay for a predetermined time period, say, three or five years. Also, provide meaningful annual raises. A poor salary raise might destroy the enthusiasm of employees. If you can afford it, give more benefits to your top performers. Or, if you don't want to be stuck with large permanent increases, create a bonus structure where employees can earn an annual bonus if they meet pre-specified performance goals.

Make sure employees know what you expect of them.

 It may seem basic, but often in small companies, employees have a wide breadth of responsibilities. If they don't know exactly what their jobs entail and what you need from them, they can't perform up to standard, and morale can begin to dip.

Hire a human-resources professional.

 If your company is nearing 75 employees, consider hiring a human-resources manager to oversee and streamline your employee structure and processes. Putting one person in charge of managing employee benefits, perks, reviews and related tasks takes a huge load off of you and makes sure employees are treated fairly. HR managers are also more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed.