Exclusive: Employee Retention- What Employers Think?

For any organization be it an established organization or a start-up, the growth depends upon the quality and performance of team members. Human resources become most critical aspect as far as organizational growth is concerned. While it is easy to hire new employees on a frequent basis or whenever required, it is equally important to retain them. Retaining employees can fetch tremendous benefits for organizations. Benefits of retaining employees are mostly intangible and it can be assessed only after a certain period of time. Human Resources experts often say that investing in an employee who is already working with the organization is much more meaningful than hiring new employees.

WorldHRDiary.com spoke to both well-established organizations and start-ups to find out their take on this very subject of employee retention. Let us find out various aspects of employee retention and what these organizations think about this subject.   

First of all, let us hear out what established organization like Relaxo Footwears has to say about employee retention and why should candidates join established companies.

Ashish Srivastava, Vice President- HR, Relaxo Footwears Limited

Ashish Srivastava, Vice President- HR, Relaxo Footwears Limited
Qualities we look for:
We look for the following qualities:

While hiring, the focus is not only on the Functional Expertise and experience but also on the behavioral competencies of the candidate. Relaxo strives to maintain a culture of Result Orientation coupled with Business Accountability, Ethics and Valuing Employees. Towards this end we have a robust Competency Framework comprising of Customer Focus, Collaboration, Adaptability, Result Orientation and Execution Excellence. All prospective hires are assessed these competencies

How difficult to retain a talent?
For a growing economy like India it is difficult to retain talent if a company does not have an articulated and well communicated Employee Value Proposition which involves not only Total Rewards, but also Learning & Development and the pride associated with working for a company which has social recognition. Relaxo tries to retain talent by offering not only a market comparable salary but growth opportunites and providing an environment to employees which fosters entrepreneurship, coupled with accountability, at a very initial stage. Our employees also take pride in the culture of the company and our ethical way of conducting business. However, due to quality learning imparted to our employees, we become poaching ground of talent for our competitors.

Are established companies preferred by candidates than start-ups?
Joining a startup is associated with the risk appetite of the candidates and also the rewards associated with such risk. Hence candidates in early stages of career or at an advanced level of career are attracted to startups, whereas candidates in middle of their career prefer established companies.

Why should one join an established organization?
Relaxo is one of the largest organized footwear in Asia. We have created a formidable reputation of being a company which treats its employees fairly, a company which is driven by processes and systems, unlike many others in the industry and we are appreciated for our corporate values and high ethical standards. Relaxo has some world class programs for employees, such as Leadership Development Program, focus on trainings and employee engagement programs. Employees join Relaxo with a long term view of learning and growth opportunities.

Strategy to retaining employees:
Relaxo, as an organization, works on two dimensions, viz. Development and Hygiene, to create an employer brand. Our HR Strategy, policies and activities are aimed at achieving this.

On Development front we have created following:
1. Leadership Development Program aimed at creating a pipeline of leaders.
2. Career Planning for our critical resources, which involves taking them through various programs to develop their functional skills and behavioural competencies. The programs also take such hi potential employees through MDP’s offered by some of the prestigious institutions.
3. Employee Rigour on improving Employee Engagement which is measured every year through an Employee Engagement Survey. Engagement plans are created and monitored at the business unit level.
4. A Robust and transparent Performance Management Process which is aided by online systems, ensuring goal setting and providing continuous feedback on performance.
5. A very robust Rewards and Recognition program to recognize exceptional performance as well as behaviour.

On Hygiene front we have:
1. Dedicated 24/7 toll free number and mail to register a grievance. Our grievance handling mechanism is monitored through rigorous TAT and an escalation matrix.
2. A very strong Code of Conduct which is driven by continuously educating people through WBT (Web Based Training).
3. We have concierge service for our employees wherein they can get help on their personal odd jobs.
4. Higher Education Policy for the Staff members.
5. Merit Scholarship for the employees Children.

Now, let us find out what Indian start-ups have to say about employee retention. WorldHRDiary.com spoke to various start-ups from across India about this subject.
   
Srikanth Nadhamani, Chairman, Novopay

Srikanth Nadhamani, Chairman, Novopay

Qualities we look for:
Creativity, hard-work and application of oneself in the problem being solved.

How difficult to retain a talent for start-ups?
Not very difficult if you can create an engaging environment for young, brilliant minds to immerse in exciting and challenging problems. Off course sometimes we find employees who do not share our sense of purpose and drive, in which case it doesn’t work out and we let them go.

Are established companies preferred by candidates than start-ups?
Hard to generalize, we certainly look for candidates who prefer start-ups and the opportunity to learn and grow in several dimensions.  There are increasingly more candidates who prefer small company culture over large corporations.

Why should one join a start-up?
Passion to create something new, urge to solve hard problems, burning drive to change the world! Off course in this journey candidates learn many things, including new cutting edge technologies, ability to work closely with a team of people often under high stress situations and ability to co-exist with a dynamic and often chaotic situation. These are very useful life skills for an entrepreneur.

Strategy to retaining employees:
We try and keep the start-up very flat with very few levels of hierarchy. We encourage risk-taking and innovation by allowing our employees to try new things even if many of them don’t succeed. We hold talks every month by an expert which keeps the learning and interaction levels high; we also do internal courses to keep them updated on the latest and most relevant technologies. We also promote fairly young employees to more senior tasks/positions based on their innovations and initiative not only based on experience or college-degree.

Asheer Kapoor, Managing Director, EPPS Infotech Pvt. ltd

Asheer Kapoor, Managing Director, EPPS Infotech Pvt. ltd
Qualities we look for:
The foremost qualities that startups are on the lookout for is an adaptable and flexible candidate. As most startups do not have a fixed office space, an employee who is quick to adjust to different work settings and is available on call at the time of need has an edge over a candidate that favors a nine to five. In addition, multitasking capabilities certainly outscore other considerations while scouting for a potential talent.  

How difficult to retain a talent for start-ups?
As long as the Employee Value Proposition (EVP) on offer is of appeal to the employees, retention would not be an issue. However such EVPs should be regularly and consistently updated so as to be relevant all throughout. There are numerous cases where being loyal to the start-up have resulted in dramatic change in financial fortunes of employees.

Are established companies preferred by candidates than start-ups?
In today’s context, this question assumes a subjective nature. For those individuals that have a zealous learning streak within them and a risk taking appetite, startups or established players make hardly any difference. This is generally observed with entry level employees. There are numerous cases of industry stalwarts from established brands moving over to start-ups.

Why should one join a start-up?
Do not join a startup to include a cool quotient tag in your resume. Join a startup if you can visualize yourself collaborating with the Founder/ Co-Founder and working towards achieving the Mission and Vision of the business.

Strategy to retaining employees:
The following highlights the EPPS culture - 
·         Employee engagement activities organized:
o   Friday sessions
o   Weekend fun activities (Games)
o   Birthday celebrations
o   Frequent outings
o   Trekking/camping
o   Partying

·         Social activities organized:
o   Tree plantation
o   Donations

·         Suggestion box always open for suggestions from employees
·         Flextime benefit
·         Stress on self-discipline rather than micro management
·         Motivation to each EPPS member to grow within the organization
·         Freedom to define own interest and pave for self-development path
·         Long term goals set for each EPPS member
·         Rewards and recognitions
·         Transparent, positive, open and intrapreneurial culture

S. Narayan, Founder & Managing Director, Lift Academy

S. Narayan, Founder & Managing Director, Lift Academy
Qualities we look for:
As an employer, we primarily look for a fit with the organization culture. Since LIFT Academy is in the Skilling space and that too with a social objective, we look for attitudes, enthusiasm and the drive to deliver with passion.

How difficult to retain a talent for start-ups?
Retention of talent is challenging for any organization not just for start-ups. Start-ups have a unique demand; employees need to understand the vision of the company, believe in it and should feel they can contribute to the vision. There will be a lot of short term pain and demands and it definitely will not be an easy life but it will be an exciting life. So if the choice of the candidates is right and if the company can keep them motivated retention can happen.

Are established companies preferred by candidates than start-ups?
No. Basically the type of candidate who would prefer an established company are of a different mindset as opposed to guys who prefer start-ups. Only where a candidate prefers a start-up out of greed or the hype of the start-up would there be a problem. Predominantly, most candidates would be conservative and join established companies and start-ups really do not need such mindset anyway.

Why should one join a start-up?
Start-ups are an exciting place to work and gives the candidates an opportunity to be part of a new creation rather than be a cog in a wheel in a large established set up. Start-ups also exposes the candidates to various aspects of an organization as in start-ups everyone multi-tasks. This exposure would actually help the candidate to grow into a larger role with greater responsibilities preparing them for general management positions.

Strategy to retaining employees:
We have an open atmosphere where everyone is free to contribute. By design we have expanded everyone’s role beyond what they had been doing previously. What we promise new entrants is a lot of excitement and opportunities rather than security and safety, no sedate work life! We back this up with support from the top so that they do not feel helpless or thrown into the deep end. We feel this would attract the right candidates with some risk taking abilities, self-confidence to learn and grow and be part of a mission. So far we have been proved right!

Pratika Khandelwal, Head - Human Resources, Edureka

Pratika Khandelwal, Head - Human Resources, Edureka

Qualities we look for:
The two fundamental qualities we look for in a candidate are (a) agility and (b) the ability to deal with ambiguity. For someone to work in a startup like Edureka, he/she needs to be driven by change. We believe in the ‘fail small but fail fast’ philosophy where major decisions can turn on their head if we sense the smallest hint of failure. We require a taskforce that is open to this sort of change. Also, in ‘greenfield’ workplaces like ours, we constantly device new ways of doing things, and there are constant phases of ambiguity before an initiative or a project becomes successful. Having said all of this, a candidate who is open to change and is self-driven can have a whale of a time in a startup.

How difficult to retain a talent for start-ups?
It is quite challenging to retain talent at startups. Since startups are relatively smaller organizations, it is difficult to fill in ‘bridge roles’, which is an intermediate role. An employee might be senior enough to take on new responsibilities but we may only have a role that is two steps higher than his/her competency. In such a situation, we have to constantly find new ways to enrich and enlarge existing job roles to keep employees motivated.

Are established companies preferred by candidates than start-ups?
Not at all! While this may have been true a couple of years back, we now have an entirely new breed of candidates who are consciously looking to join startups. They understand that in a startup, there is tremendous potential for growth, and one is not bound by scope. For the self-driven, a startup is a perfect workplace, and the good news is that the number of self-driven candidates are growing day by day.

Why should one join a start-up?
Two fundamental reasons- Unprecedented growth and high scope for knowledge enrichment.

Strategy to retaining employees:
At Edureka, we have a no-cubicle policy. Every employee, irrespective of rank or experience, is freely accessible to everyone else, and this fosters a culture of interactivity, knowledge sharing and enrichment. There is zero bureaucracy and approvals are maniacally quick and decisions are made almost instantaneously. Also, there is complete transparency on the health of the startup – the financials, the strategies, lateral movements, and everything else. All of these initiatives lead to increased employee satisfaction and retention.

Recently, Edureka became one of the first e-learning startups to adopt ‘Facebook At Work’, the new enterprise collaboration tool by Facebook. We have almost replaced emails across the organization and the tool has ensured that every employee gets relevant and personalized information about other teams on a real-time basis. It has also led to increased interactivity and transparency.  

Kulpreet Kaur, Co-Founder, Shop Pirate Coupons

Kulpreet Kaur, Co-Founder, Shop Pirate Coupons

Qualities we look for:
As a startup we have to look for candidates who are willing to take multiple roles, passionate about the company and the role, willing to learn new things.

How difficult to retain a talent for start-ups?
It is not that easy to retain talent in a start-up due to limited funds not able to match the competitive salary are just some of the few points. It’s a continuous effort to make talent feel responsible and part of the growth of the company to retain them.

Are established companies preferred by candidates than start-ups?
Now times have changed candidates are willing to join startups but recent layoff by many established startups has again made candidates to think about it. Still it not that bad as growth opportunities are more.

Why should one join a start-up?
In a startup candidates get to learn a lot in short time and work closely with the leader of the company.

Strategy to retaining employees:
As a startup we need to personally guide and motivate candidates, personal touch is required. We at Shop Pirate Coupons have frequent training session, open discussion and believe in respecting the team. Putting more focus on team work and performance rather than individual growth. Having fun time does add lot of value in retaining the candidate.

Amit Singh, Founder & CEO, Allsupermart

Amit Singh, Founder & CEO, Allsupermart
Qualities we look for:
We for the most part pay special mind to individuals who are profoundly self-persuaded and have an entrepreneurial curve of psyche. We search for the general population with capacities and great learning capacities. We favor inquisitive personalities than ones with mastery. We believe, the whole quintessence of new companies is rate of execution and we need our future workers to run an additional mile with nimbleness which will help us become quicker.

How difficult to retain a talent for start-ups?
As a start-up, we have had our learnings and now we have accompanied more concrete employing strategies. Procuring for us is not topping off the position but rather to get a right fit to suit our requirements. We look forward to that population who are made for new companies and are a social fit for us. We are firmly associated with the employing procedure and still partake in the last round of discussion before we reveal the offer. Enlisting better individuals makes it much less demanding to hold them!

Are established companies preferred by candidates than start-ups?
On the off chance that you see a social movement individuals do lean toward working for new companies as they are no more bound to formals occupations, or moderate learnings albeit more open doors and obligations. In any case, we know beyond all doubt that proportion of set up organizations to new companies is lesser, which has enhanced essentially from it was before. Notwithstanding, hopefuls applying to new companies will dependably be much lower in numbers than the ones applying to corporates and that is dependably a solid parity for the business sector.

Why should one join a start-up?
At the point when an individual truly needs to have a bigger effect, she/he joins the new businesses. New companies have little groups and better learning open doors. New companies are known for their spry nature and the experience you get by making something exceptionally interesting, out of scratch, is the thing that a set up association neglect to give.

Strategy to retaining employees:
We have a small group of self-persuaded people. Besides, we attempt to impart however much as could be expected, be it about organization's vision, development or difficulties. Truth be told, we likewise have two-way correspondence where we request that our representatives let us know about their vision, development arranges, and challenges.  Our constant effort at Allsupermart is to imbibe the qualities of leadership to drive them and organization at large.

Anshul Jain, Co-founder & CEO of Absyz

Anshul Jain, Co-founder & CEO of Absyz
Qualities we look for:
We look for two things in every candidate, one is aptitude and the other is subject knowledge.

How difficult to retain a talent for start-ups?
Every talented person craves for learning and career growth, and these two things are not only highly possible but also quick to achieve in start-ups. On top of this, we also foster talent with a sense of ownership and decision making ability which in turn boosts their morale and helps envision their career growth. Some basics like flexible work culture, open communication platform, grooming on additional skills etc., makes it easy to strengthen bonding.

Are established companies preferred by candidates than start-ups?
This is a subjective question and depends on the skill set and individual perception of growth and security. Some prefer established companies for job security, where as people with risk taking aptitude prefer joining start-ups as they know the rewards are much higher if it clicks. With the advent of disruptive ideas and advancement in technologies, the business is now shifting to niche players than a one size fits all approach taken by larger companies. And we are witnessing the same within the candidates too who prefer to be part of start-ups being 1 in 10 or 20 than being part of established companies being 1 in 1000 or 10000.

Why should one join a start-up?
Impact one can create, amount of learning, sense of ownership, visibility & Recognition, Career growth, there are plenty more reasons to cite.

Strategy to retaining employees:
We ensure we provide enough opportunities and push each individual to grow both personally and professionally, with an objective that each of them becomes a brand themselves which in turn builds the company as a whole. Many companies feel doing so they would lose the employee once he/she is market ready but we have found it is quite opposite, especially with the talented lot. We also ensure to reward every successful activity irrespective of how big or small it is and at the same time intervene and provide timely feedback to help them tie the loose ends. Both of us founders have experience of working in both huge multinationals and smaller niche firms & have picked the best from both places and built an employee friendly work culture and with zero attrition rate in last two years, guess we have got it right.

Ginny Kohli, Founder and CEO, Wedwise

Ginny Kohli, Founder and CEO, Wedwise

Qualities we look for:
Every startup is a riveting roller coaster of ups & downs so the ability to deal with change is one of the most important qualities we seek. A Self- starter and an independent thinker is what we really look for when hiring a candidate.

How difficult to retain a talent for start-ups?
Quite difficult as the perks of the job aren't as fancy as a corporate such as incentives, office trips, reimbursements on office trips etc.  Also, one has to be self-motivated to be working in a startup as micro-managing every vertical in a startup is hard for the Founder to do.

Are established companies preferred by candidates than start-ups?
Not anymore. The innovative & out of the box thinking that all startups entail attracts a lot of young minds these days. The startup culture is here to stay and so is the demand for it.

Why should one join a start-up?
Professional Growth - a great place to build up on your existing skill & getting varied experiences across different verticals in one organisation.
Passion - Passion to grow, passion to make a difference, passion to innovate, passion to ideate, passion to not be a follower but a leader .

Strategy to retaining employees:
We, at WedWise, have a NO "Take your work home” policy. We tend to work extra hours in the office in order to have a good work-life balance.

Monthly Team meetings in Cafes/Restaurants every month helps our team members to review how the month went by in a more casual way. It's an ideal way to share their thoughts & views on the challenges they faced or any other issues that there might be with other team members or within the organization.

Sohrab Sitaram, CEO & Director, Keventers

Sohrab Sitaram, CEO & Director, Keventers

Qualities we look for:
Right Attitude and integrity- skills are important but can also be taught but more with the right attitude 
Good Energy- to energize the work place too 

How difficult to retain a talent for start-ups?
In this competitive and booming market, extremely difficult - especially in the restaurant space. We focus a lot on employee engagement so that we can retain our talent 

Are established companies preferred by candidates than start-ups?
​We are seeing the trend changing a bit -now days people are wanting to explore different avenue rather than regular jobs as a startup offers a lot more excitement and growth 

Why should one join a start-up?
In a startup you can join a company and see it grow. It’s a fast paced industry compared to established ones. It’s easier to make a difference - as it’s a small team initially so views are heard. It’s a highly energized environment

Strategy to retaining employees:
We have laid out a clear career path and growth path for every position. We put in a lot of investment into training our employee - thereby continuing to build a more enriching profile. The ideas are to make sure that the learning never stops. Right policy- idea is to fill the higher role 80% with internal talent and 20% external thereby ensuring we keep growing our people and hence ensure up skilling of team members to fill those roles. We have an OPEN DOOR Policy where the employees are able to come and voice their opinion. Off Sites- even our small achievements we like to celebrate.

Jayant Mehrotra, Co-Founder, My Trade Box

Jayant Mehrotra, Co-Founder, My Trade Box

Qualities we look for:
As an employer, we need to look for various qualities in an employee like their communication skills, dedication towards work, and interest level for the assigned job, curiosity to learn and explore various avenues within the job. The candidate must have qualities to tackle pressure and work in a team with efficiency and coordination with others. Most importantly, above all what matters is their attitude and honesty towards work as a professional.

How difficult to retain a talent for start-ups?
Yes, it is very difficult to retain talents within start-ups because as a start-up you can’t have much infrastructure and opportunity to hire highly academic and experienced professionals. Also at the same time it is imperative to maintain the standard of the company from the beginning itself. However it is necessary to hire the right person than to go after professionals with the tag of a premier institution.

Are established companies preferred by candidates than start-ups?
Yes, there is no denying the fact that candidates prefer established companies than start-ups but it depends because many candidates prefer start-ups just to be a part of the new and growing organization.

Why should one join a start-up?
There are many reasons to be a part of start-ups. Start-ups hire fresher’s and provides them with a space to learn and explore through various challenges and opportunities but in the case of an established organization, there are thorough systems and structures at place to follow which may deprive the candidate of gaining a wholesome experience. In terms of salary and other conveniences’, start-ups provide more grants to a fresher and are willing to put forward the interest of the candidates first.

Strategy to retaining employees:
Being a transparent company with our policies and strategies in place, we believe in a mutual growth thereby for us retention of an employee matters the most.  We have an employee friendly space with a diverse yet focused environment because of which our employees prefer to stay with us once they join. Our HR values and ethics are strong for which we engage in activities that regularly keep them in sync with other team members and therefore leads to a strong team bonding exercise on a weekly basis. Our employees feel free to discuss their organizational issues with the superiors because of which any internal problem gets resolved amicably. We prefer in keeping a transparent workspace and personal life balance because of which we keep the timings flexible. That leads to employee retention.

Pankaj Rahul Singh, Co-founder & COO, TSD Corp

Pankaj Rahul Singh, Co-founder & COO, TSD Corp
Qualities we look for:
Being a digital employer, we look for candidates with an honest enthusiasm for the digital space. They absolutely need to be tech savvy and should understand the importance of the digital ecosystem in the lives of the consumer. Moreover, being technologically educated is considered an advantage for sure. However, candidates without a formal degree are considered as well as long as they are smart enough to handle the ongoing trends and developments in digital space & technology. It’s critical that one should be keen on keeping themselves updated with technology & social platforms and should be having enough curiosity to tackle the difficulties of modern digital space.

How difficult to retain a talent for start-ups?
Being in the digital space for last 7 years, we have a wide audience reach and a lot of opportunities for candidates to explore themselves both personally and professionally. Thus we have maintained a high benchmark of the company from the initial period itself; hence retention of talent has never been a problem. It is advisable for the start-ups to hire professionals from institutions by participating in campus placement drives.

Are established companies preferred by candidates than start-ups?
Yes & no. Yes, because a number of candidates, especially those who come from renowned institutions prefer the safety & comfort that the established companies provide. No because, and this is the exciting part! A sizeable number of candidates prefer the opportunity & challenge of working with a startup; it helps them keep the fire burning, which got them excited to be in the digital space to begin with.

Why should one join a start-up?
There are various reasons to be part of the digital start-up organization. Start-ups hire fresher or less-experienced candidates and provide them with a whole space to learn and explore with the opportunities and challenges of professional life. But if one wants to go in established organization, he/she needs to follow a whole set of rules and structure. In terms of salary and other conveniences’, start-ups are more flexible and are willing to put forward the interest of the candidates first and provide job profile keeping the same in mind.

Strategy to retaining employees:
We truly believe it’s a two way street when it comes to the employees & the company. It is absolutely vital that each employee contributes to the teams/company’s success, but it’s equally important that the company listens to each employee, helps them grow both personally & professionally. Our HR ethics and conducts are strong for which we engage in participating activities that regularly keeps them connected with other team members and therefore leads to a strong team bond and further strengthens the personal as well as professional relationships and thus help a company & employees on overall basis. If i have to draw an analogy here to explain this better, i would go to the difference between Television & the Digital space. TV is a broadcast platform where one side keeps saying something and everyone just listens, however, the digital space is a Dialogue, wherein both parties are talking to each other, providing feedback and making the experience better for both of them in real-time, and we believe in the digital space! I rest my case. 

Samir Chaudhary, Co-founder and CEO, The Media Ant

Samir Chaudhary, Co-founder and CEO, The Media Ant

Qualities we look for:
Ownership is the most important thing that I look for in a candidate. Apart from that, I judge the candidates on cultural fit to the organization; ability to say “I don’t know” and showing openness to seeking help and learning.

How difficult to retain a talent for start-ups?
While talent retention is difficult for organizations at all stages, what makes it more difficult in a startup is the lack of a known brand name and working with ambiguity. We have to really work hard to keep the talents interested in the work. We try to keep the talent motivated by giving them more ownership and responsibilities.

Are established companies preferred by candidates than start-ups?
Yes. Candidates still prefer established companies. While the acceptance for working in startups has been increasing over time, but the numbers are still skewed heavily in favour of known brands.

Why should one join a start-up?
The 2 primary reasons would be experience and growth. Working in a startup only for few years makes a person much richer in experience than working for a large organization. Second reason is exponential growth. People grow with the organization and sticking to a successful startup brings growth much faster.

Strategy to retaining employees:
The principles that we follow are ownership, transparency/ fairness, and trust. We encourage people to challenge ideas irrespective of their role or where they came from. This brings in ownership and conviction in their part of the work. HR policies are designed with transparency/ fairness in mind. We openly share information and keep everything transparent. Each employee is evaluated and incentivized based on their performance. Anyone can walk to anyone and clarify rather than waiting for scheduled meetings.

Nikhilesh Tiwari, Co-founder, Helical Insight

Nikhilesh Tiwari, Co-founder, Helical Insight

Qualities we look for:
As an employer the first and foremost thing we try to look in the candidate is desire to learn and excel. We very strongly believe that if a person has the right skill sets, only then he/she can learn and work on any tool or technology or programming language.

How difficult to retain a talent for start-ups?
Hiring the right candidate and retaining is one of the most difficult parts for any company, and especially startups. With limited budget, less resources, not a big brand name as compared to established companies, startups find it extremely difficult to hire and retain good resources.

Are established companies preferred by candidates than start-ups?
Yes. Unlike west, people in India are still more risk averse. They still give a lot of importance to government jobs or MNCs as compared to startups. Candidates still prefer a bigger brand name with more job security irrespective of whether the kind of learning and exposure they might get from a startup or small company will be much more.

Why should one join a start-up?
Some of the reasons a candidate should join a startup are:

Exposure: With a startup a candidate can get cross functional exposure. For example a developer can get exposure to not only development, but also testing, deciding the technology and product stack, client calls, documentation etc.

Growth: With established companies, the chances of growth not only in terms of exposure but also in monetary terms are limited. Whereas with startups, if the company is doing good, candidates can also grow exponentially and will not be restricted to single digit increments.

Flexibility: Most of the startups provide flexible environments like flexible timings, casual dress, flexible leaves, work from home, flat hierarchy etc.

Strategy to retaining employees:
We take various methods to ensure that good resources are retained like

Increment: Resources who are good and take ownership of their work, we provide them excellent increment. We are one of the leaders in terms of salary and growth.

Flexible environment: We have a highly friendly and flexible environment in office with flexible timings, casual dress, flexible leaves etc. We also do a lot of parties, team building activities to keep the employees motivated towards work.

Exposure: We provide resources with a lot of exposure on various tools and technologies so that they keep on learning something new and improving themselves.

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