Attrition is a reality that every organisation has to face. Some employees play a key role in driving the organisation’s growth while growing along with it, while others move on, looking for other opportunities. At times, the company may have to let go of the most talented, consistent, and dedicated individuals as change is inevitable.
Ultimately, the employee or the business takes the lead, whichever path benefits their respective growth.
However, what differentiates Sundaram is not the occurrence of attrition events, but how we manage them.
Let’s discuss the strategies Sundaram adopts during staff turnover that cause minimal impact on operations and ensure business continuity and consistent performance.
1. The USP of Sundaram-Efficient Skill Development through the Centre of Excellence
Our Learning and Development team implements a robust and competent skill development cycle for new joiners and existing employees across our operations. This way, we benchmark our employees against industry best practices.
- The Learning and Development team has invested 3000+ hours of training for freshers, and 1500+ hours for experienced employees this quarter, which includes multiple training sessions across verticals.
- The training program has equipped around 130+ employees this quarter with technical and domain knowledge.
- After daily training and weekly sessions, new joiners and existing employees are assessed at intermediate and advanced levels.
- Certification exams designed by the Learning and Development team assess through theory, live job evaluation, and verbal assessments.
- These qualifying exams and other performance metrics are factored in while evaluating and confirming employment.
This way, Sundaram’s well-structured and in-depth training guarantees a flexible workforce that can quickly grasp knowledge, as the processes are well-documented. It also reduces learning time and eliminates dependency on a specific employee for critical processes.
2. Efficient SOPs prevent service disruption
Our Standard Operating Procedures(SOPs) are the backbone of our processes’ smooth and efficient performance. The tasks and workflows are standardised so that our employees follow the processes continuously, eliminating errors and achieving quality across operations.
In SBS, each of our processes has specific SOPs tailored for that process.
- Clearly documented SOPs help employees achieve clarity in the team-specific process.
- The output is consistent, regardless of whether an experienced employee or a fresher is performing the task.
- When an employee leaves the company, the knowledge transfer is easier with process-specific SOPs in place.
- When the team, or the number of processes handled by the team, increases, it’s easier to scale and expand the SOPs, as each step is already documented.
In short, the process-specific SOPs Sundaram follows ensure that the key processes and deliverables are not interrupted and that essential knowledge stays within the organisation even if a sudden employee absence occurs.
3. No individual-centric approach, but focused on the team
Sundaram believes in building a resourceful team, rather than relying on individuals.
Our designation hierarchy is designed from the senior manager to the trainee, seamlessly distributing responsibilities.
A well-organised structure offers the following benefits.
- Disruption in workflow is covered.
- A new joinee can learn hands-on by shadowing a senior employee, which helps with faster knowledge transfer.
- A buffer of additionally trained employees reduces risk, ensures business continuity, and helps manage sudden employee exits.
- Prevents delay in reporting and decision-making responsibilities.
- Communication of tasks/processes is easy.
- Employees are aware of their accountability in processes.
At Sundaram, we also encourage the development of a well-functioning team through various training sessions and team-building activities.
When diverse minds come together, they bring different perspectives, skills, and experiences, leading to improved decision-making and out-of-the-box perspectives.
4. Managing the talent cycle is our commitment
Managing hiring, training, and retaining employees is a significant part of the talent cycle. At SBS, we ensure that our clients can focus on their core processes while we handle attrition internally.
Our HR management functions efficiently through various strategies for workforce planning, smooth knowledge transfer, productivity maintenance, and talent pipeline management.
- Our HR management team prepares the recruitment calendar in advance based on expected client additions and a pattern of exits.
- Every quarter, we see a positive response to our walk-in interviews, and nearly 600+ candidates attended them this quarter.
- Among them, around 90+ candidates were onboarded.
- While the candidate’s technical skills are necessary, we look for individuals who can adapt and scale, stay credible in the work, and are eager to learn new concepts.
This ensures that any new hire not only fits the role but also contributes to our culture of continuous improvement that provides a flexible and dynamic structure to our clients.
5. Employees who have stayed with us
While we discussed how Sundaram is always prepared and can manage if attrition happens at any crucial juncture, we take pride in our long-term employees who continue to add value.
At Sundaram Business Services, we provide
- Growth opportunities in a career.
- Positive work culture.
- Timely recognition and appreciation.
- Opportunities for continuous learning and development, and
- Ultimately, the most sought-after work-life balance.
That explains why Sundaram remains a name to reckon with in the outsourcing industry.
Why is Attrition not always a setback?
Attrition may concern businesses, as employees take the knowledge, experience, quality, and efficient turnaround times when they leave. The cost and investment required to manage the talent cycle are an additional burden for the organisation during this time.
However, an efficient business excellence and quality (BEQ) process, robust training structure, process-specific SOPs, a team-oriented approach, and optimised HR management play a major role in ensuring continuity, stability, and performance in SBS, even during talent migration.
People may move on at Sundaram, but our streamlined processes, positive work culture, established business approach, and ultimately our relationship with our clients never get disrupted.
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