Attrition Control measures or techniques

Very well said Sujatha!
One more thing I have experienced that 360 degree feedback can also help in reducing the Attrition.

Karishma

Very interesting exchange of views and convictions.

Sunil Chandra
www.piiconsultants.com

Hi All,

I agree that to some extent fresh talent is needed and this revives the profit ratio of a company. However, Sameer, statistics and experiences show that some organizations have tried and pushed this to the extent that has led to an unpleasant and alarming condition. I have been told that some go to the limit of dropping the lowest 5% employees, though each may be very Good at His/Her job. When I heard this reality and how the HR personnel experience stress ,I guess I got carried away. As you say lets handle Higher rate of Attrition. Sameer you have identified and listed well.Good.

I also agree with Rahul verma and HR-Rahul thank you for your valuable contributions.So many read the posts and I'm sure by addressing issues many perceptions get cleared and solutions found! Do keep posting how to go about facilitating "Stay interviews". Like Bhavana, I too am interested!

If anyone has ideas as to what role a Softskills Trainer can play in this context do share your opinions. Being one, I would like to do that which I can do.

I have a feeling Facilitating/Training in the following may prove helpful:

• 1) role + KRAs awarness integrated with SWOT analysis
  
  2) Motivation and interpersonal skills
  
  3) Self productivity profile this evolves from a combination of SWOT, Role + Vision of company+ 5 whys

Looking forward to reading more contributions ....
Have a GR8 Day!

Hi Lavanya been long time, hope you are fine.

Sujatha

"Life has come from a very beautiful source. If you remain in touch with that source, everything about you will be beautiful."-SJV

Dear

now for worth candidates lots of oppotunities, so we can't control the attrition , but..... we can.

before recruiting the candidate u should get the total information from the candidate( family background +education + his aim).

u already now this point. but think the above point and get the week point from candidate and u can do miracles.

byee

hello

as a part of my summer project i have made an analysis of the reasons leading to attrition in several industries... i would like to give out certain findings of my study...

though there is normal notion that employees leave due to the unhealthy climate prevailing within the organisation, this may not be a major factor.

money, fast track growth and development opportunities coupled with greater learning opportunities is what employees dream of...

though there is no clear cut formula to solve the problem of attrition, some amount of control can be exercised by regularly evaluating the hr strategies adopted by the industry. bridging the gap between the company adopted and the benchmark practices of the industry (globally)is what makes the difference.

linking of the results of exit interview to design the recruitment policy of the organisation is another alternative.

though one can list down several solutions to sort out the problem of attrition, ultimately it is the industry in which the company operates matters.

hope this information was useful

regards
natasha

Hi Natasha,

It is indeed useful.It would be good if you share some more facts and the solutions too.Many benefit from such discussions.

Thanks ,

Have a GR8 Day!

Sujatha

"Work is an expression of who you are, so who you are needs to be worked at."-SJV

Hi all,
I am enclosing the details on Stay Interview,hope it hepls.
STAY INTERVIEW:

Definition: It is an interview which is conducted for an employee, to study reasons for departure to fix the problems way before employee actually decides to quit the organization.

Now, the question arises what is the need for stay interviews, the answer lies in the failure of exit interview. Exit interview, originally a product of IT and ITES companies are conducted by the human resource professionls, to map out major dis - satisfaction issues. The process was usually routine without much depth or a serious view into the reasons behind departures. Usually once the employee has decided to leave a company, it was observed that they speak up sometimes events which may not have happened in real, but because of dis-satisfaction or some other offers which the candidate has received, the feedback may not be true. Another major flaw is that exit interviews provide information to the employers, but reacting after the breakdown has occurred is always been considered an ineffective management practice. Whereas more insight can be can be gained from stay interviews. The organization can gain a powerful inner view by hearing what key employees working for the organization have to say about life as a part of the company. Whats working? Whats not? How vulnerable are you to current employees leaving?


The same members of the exit interview team, comprising of an HR professional and the HOD can conduct interviews with current employees. Pick them at random or use a system to select people for calls. Whether they still exist because the right opportunity hasn’t come along or because they really want to stick around, these people have important insights to share with. Stay Interviews can find out what employees are thinking and feeling.
Benefits:

• Employees get a feel of personal touch. No internet yes/no forms or questionnaires. Personal communication that is comfortable for the interviewee assures a human touch and the opportunity to be well represented.

• Behavioral interviewing techniques are used. The unique approach employers using behavioral interviewing draw out more insight from the employee. Instead of just shallow responses, this produces in-depth reports to give more to work with the internal problem solving.

The concept is based on the Hawthorne Effect, which states that people who are given attention are motivated lot. Lend people an ear and they feel good about being heard. While Exit interviews are more of a post – mortem exercise, stay interviews give valuables that help in strengthening the system.


Stay interviews are deliberated to be defensive .Interviews are focused on key people –those in positions of importance, management or business risk. Stay interviews determine the reasons why your key people are staying with your company. Stay interviews are adapted to the company’s needs. Interviews are typically held one on one, for discretion and affinity.

Hold a stay interview and hope you will never have to do a exit interview for that candidate atleast. Stay interviews can help wipe off an employees verdict to quit a job.
Holding a one – one interaction with your employee, you can discover their stance about their position and reveal what might make them continue. Stay interview can be used with a discontented worker and also to keep on apex of the needs of an apparently contented employee. In fact, a stay interview can prevent a happy employee from becoming unhappy. Asking questions about how they feel about their job and career path.


Stay interviews questions could include:

• What do you like about your work?
• Till now how you find your experience in this company?
• Is there anything you would like to change about your job?
• What would keep you here?
• What makes for a great day at work?
• What do want to learn this year?
• How about your team or department?
• Am I using your talents? Fully?
• What kind of recognition do you prefer?


The focus of stay interview should always be on the following points:

• Why do you stay at this organization?
• What would make you leave?
• What motivates you to excel in your position?
• What should we do to ensure that you would stay?


Stimulating questions such as these will prove helpful and highly favorable. This in turn will ensure that we take necessary action to keep those star employees from moving on to other opportunities. Avoid turnover and boost morale at the same time with Stay Interview.

Hi ,

Thanx Rahul, for the write up....
Employers should be concerned about the welfare of their employees.One disgruntled employee leaving an Organisation is and will set a bad opinion about the image of the company. They are bound to talk badly about the company and this negative advt may cost a company a lot :
1) capable staff may leave or start searching for other options.
2) The existing staff may become restless and may start choosing sides...
All this is counter productive for the benefit of any Company.
Also it is found that people being moved into higher level should be having a strong value base.Integrity is a very important factor. Also they should be aware and very sure about their observations and reading about their juniors.For lack of understanding/vocabulary or sheer arrogance at the Supervisory / Managerial levels some exiting employees are misunderstood or misjudged.And some exiting employees, as you say Rahul, give false feedback create confusion and leave.All this kind of ego-mess should be avoided and so the values of every employee matter.
Wonderful write up.Thank you and yes I have to read and re-read to assimilate fully and to be able to look at issues from all sides/angles or views in any situation.

Have a GR8 Day!
"Work is an expression of who you are, so who you are needs to be worked at."-SJV

Sujatha

Hello,

The concept of Stay Interview seems to be quite interesting. I wud appreciate if you can provide more details with any specific company example.

Thanks,

Sam Amose

Hey Rahul,
Thx for the info.. really helped. By the way am new to this site. Finding my way around. Very informative discussion guys. :-)