Driving Engagement and Retention

Case Overview

Trainer Collective was approached by a leading pharma retail chain operating close to 300+ stores nationwide, with over 900 qualified pharmacists. The organization identified a pressing need for mental health and well-being training among its employees to address rising attrition rates, prevent resignations, and provide facilitative and crisis counseling.

The Challenge : Pre -Intervention

The Challenge :
Pre -Intervention

REGION

NO .OF EMPLOYEES

ATTRITION NO’S
QUARTERLY

REASONS

GOA

450

80 TO 90 (20%)

Job stress, social environment and

emotional issues

 

 

BELGAUM AND

HUBLI

120

85 TO 90 (75%)

Issues at stores with co-workers,
unresolved issues lack of emotional
support from HR and Store managers

BANGALORE

70

15 TO 20 (28%)

New store setup adjustments, lack of
proper infrastructure and poor handling of conflicts

Job stress, social environment and

emotional issues

Issues at stores with co-workers,
unresolved issues lack of emotional
support from HR and Store managers

New store setup adjustments, lack of
proper infrastructure and poor handling of conflicts

Methods used ​

Trainer Collective was approached by a leading pharma retail chain operating close to 300+ stores nationwide, with over 900 qualified pharmacists. The organization identified a pressing need for mental health and well-being training among its employees to address rising attrition rates, prevent resignations, and provide facilitative and crisis counseling.

Proposed model of engagement

Diagnostics
(4 weeks)

  • Structured Employee Engagement
  • Evaluation [Gallup’s Q-12 Index]
  • Interviews with employees [various levels]
  • Interviews with Store Managers
  • Interviews with Apex Managers
  • Mystery shopper experience
  • HR & Admin Systems / Processes Evaluation

     

Analysis & Report
(2 weeks)

  • HR & Admin. Issues
  • Employee-Engagement Analysis
  • Company Culture
  • Sales Experience
  • Outlet Store Hygiene Factors

Presentation to the Apex Management
(1 weeks)

  • Data-Driven analysis
  • Interim
  • Recommendations

Recommendations & Implementation Process(4 weeks)

  • Detailed Interventions
  • Implementation Road-map

Pan-Company Roll-Out(4 weeks)

  • Devise Evaluation Parameters Facilitate Implementation Measure & Report progress Prepare Case-study for Posterity

Post intervention results

The induction, orientation, and personal training interventions by Trainer Collective significantly reduced attrition rates, creating a more engaged and happier environment for employees.

This strategic intervention not only addressed immediate challenges but also paved the way for sustained employee well-being and organizational success.

The Result : Post-Intervention

REGION

NO .OF EMPLOYEES

ATTRITION NO’S
QUARTERLY

REASONS

GOA

450

80 TO 90 (20%)

Job stress, social environment and

emotional issues

BELGAUM AND

HUBLI

120

85 TO 90 (75%)

Issues at stores with co-workers,
unresolved issues lack of emotional
support from HR and Store managers

BANGALORE

70

15 TO 20 (28%)

New store setup adjustments, lack of
proper infrastructure and poor handling of conflicts

Improved Stress Management:

Employees demonstrate better coping mechanisms for job stress, utilizing techniques learned during training to manage work-related pressures effectively.

Enhanced Social Skills:

Employees show improved communication and interpersonal skills, leading to better relationships with coworkers and a more positive social environment within the workplace.

Increased Emotional Resilience:

Training equips employees with strategies to address emotional issues constructively, fostering emotional resilience and reducing the impact of personal challenges on work performance.

Improved Conflict Resolution:

Employees demonstrate better conflict resolution skills, leading to a more harmonious work environment and reduced tension among coworkers.

Greater Support System Utilization:

With increased awareness of available resources and improved communication channels, employees are more likely to seek emotional support from HR, managers, or support networks within the organization.

Adaptation to New Store Set-Up:

Training helps employees navigate the challenges associated with new store setups more effectively, leading to smoother transitions and quicker adjustments to changes in infrastructure or work processes.

Infrastructure Improvement:

Training outcomes include recommendations or actions to address infrastructure deficiencies, improving the overall working conditions and productivity within the stores.

Overall Conflict Reduction:

By addressing conflict handling strategies, the training leads to a decrease in the frequency and severity of conflicts within the workplace, fostering a more cooperative and supportive atmosphere.

Increased Employee Satisfaction:

As a result of these improvements, employees report higher levels of job satisfaction, feeling more supported, valued, and equipped to handle the challenges they face in their roles

Enhanced Organizational Performance:

Ultimately, these training outcomes contribute to improved organizational performance, with higher employee morale, better teamwork, and increased productivity contributing to overall success.

Conclusion

The implementation of Trainer Collective’s Mental Wellness Enhancement Framework (MWEF) has significantly reduced attrition rates and improved employee satisfaction. By addressing mental health challenges effectively, the organization has fostered a culture of resilience and support. Moving forward, continued investment in employee well-being will be crucial for sustaining these positive outcomes and driving organizational success.