5 Best Practices for attrition management at SAP
Third Party Exit Interviews – While SAP has an internal database on exit reasons, they believe that a neutral party exit interview will give them honest feedback. They used to roll out new initiatives and policies. This has helped SAP to significantly bring down the attrition rate.
Run Mummier – SAP assigns an official buddy at work under its ‘Run Mummier programme’ to coach pregnant women employees on the benefits available to them. It covers interactions during maternity leave and coaching on return to work, focusing on key issues faced by women around transition, work, parenting, staying connected, self-image and support. This program lasts through their journey of pregnancy and till their return back from maternity leave. SAP has seen a steep decline in the maternity return attritio ratios after the launch of this program.
Special Cab Facility – We have special cab facility for all expecting mothers on SAP rolls, for pick up and drop from work. This initiative has stemmed attrition among expectant mothers, mostly those who quit work during the final stage of maternity or early stages of motherhood.
Flexi Working Hours – At SAP, employees can work either for 50, 60 or 80 per cent of time. For instance, an employee can choose to work for just four hours a day for all five days of the week or for all eight hours of the day for just three days a week. They are paid according to the schedules they choose.
Work from Home – Employees can also work from home four times in a month without any deductions from the salaries.