Hi Joan
I am from a BPO industry. The major attrition in my industry faces in Better prospects in other industry & same industry.
Better prospects can be not only compensation side, it also includes of the kind of role the person is going to play, Designation / Grade level, Facilities provided to the employee, the recognition of the performance & the Professional life
The next major attrition happens in Medical as well as personal back ground. The personal reasons includes of Employees getting relocated due to parents / spouse / kids, family issues (90% Female affected).
Regards
Robert
From India, Pune
1I am from a BPO industry. The major attrition in my industry faces in Better prospects in other industry & same industry.
Better prospects can be not only compensation side, it also includes of the kind of role the person is going to play, Designation / Grade level, Facilities provided to the employee, the recognition of the performance & the Professional life
The next major attrition happens in Medical as well as personal back ground. The personal reasons includes of Employees getting relocated due to parents / spouse / kids, family issues (90% Female affected).
Regards
Robert
From India, Pune
Hi Joan,
This is an ongoing process. The company can evaluate their attrition through following ways:
(1) Exit Interviews: Start and implement a structured process of Exit Interviews (not just a formality) to understand why people are leaving. The responses to Structured questionnaire should be compiled and analysed every month.
(2) Conduct a Employee Satisfaction Survey (ESS) for all employees to understand which area they are dissatisfied. The broad areas which can be assessed are - Compensation, Work Environment, Benefits, Job Content, Management, Peers etc.
Regards
From India, Hyderabad
This is an ongoing process. The company can evaluate their attrition through following ways:
(1) Exit Interviews: Start and implement a structured process of Exit Interviews (not just a formality) to understand why people are leaving. The responses to Structured questionnaire should be compiled and analysed every month.
(2) Conduct a Employee Satisfaction Survey (ESS) for all employees to understand which area they are dissatisfied. The broad areas which can be assessed are - Compensation, Work Environment, Benefits, Job Content, Management, Peers etc.
Regards
From India, Hyderabad
Hi,
I have just completed MPMIR and I hava done a project on "Retention of High Performers in Call Centre Industry". The findings were not only compensation, but career growth, non-baise PMS, relationship between team member and team leader. So in this you can find out through ESS what employees think about their company, are they happy with the policies, procedure etc. Exit interviews if conducted can also be a better opion.
Hope this will be helpful to you.
Regards
Vanita Kadam
From India, Mumbai
I have just completed MPMIR and I hava done a project on "Retention of High Performers in Call Centre Industry". The findings were not only compensation, but career growth, non-baise PMS, relationship between team member and team leader. So in this you can find out through ESS what employees think about their company, are they happy with the policies, procedure etc. Exit interviews if conducted can also be a better opion.
Hope this will be helpful to you.
Regards
Vanita Kadam
From India, Mumbai
Dear Joan
You can check if there is an exit interview format and what reasons have been mentioned in that format for leaving the company
You can check as to in which department people are leaving more and speak to department head about the same.
Cheers
From India, Bangalore
You can check if there is an exit interview format and what reasons have been mentioned in that format for leaving the company
You can check as to in which department people are leaving more and speak to department head about the same.
Cheers
From India, Bangalore
Hi Joan,
Some of the things required are other than comensation survey are
1. Competitor Strategy [check whether compitor is delibratly picking up your employees]
2. The HR environment of the company [is there to much stress on the employees]
3. The market image of the company [ is the company has a good market image]
4. The financial strength of the company [is the company paying the salaries in time..., is giving sufficint cash to the vendors at time of booking] - industry standard is 70% advance and 30% on delivery
5. Is the company able to deliver the goods well in time... [it does matter as the customers fire the staff like anything which in turn demoralise the staff]
6. And MOST OF ALL check "Where these Employees are goind" mostly they follow the leader i.e. An old employee who has quit and joined some other firm is hunting down your employees and taking them with him... As the employees loyalty might be with the leader and not with the company
check this out ..... and more depends on the actual company and market scenario...
Ajmal Mirza
[/list]
From India, Ahmadabad
Some of the things required are other than comensation survey are
1. Competitor Strategy [check whether compitor is delibratly picking up your employees]
2. The HR environment of the company [is there to much stress on the employees]
3. The market image of the company [ is the company has a good market image]
4. The financial strength of the company [is the company paying the salaries in time..., is giving sufficint cash to the vendors at time of booking] - industry standard is 70% advance and 30% on delivery
5. Is the company able to deliver the goods well in time... [it does matter as the customers fire the staff like anything which in turn demoralise the staff]
6. And MOST OF ALL check "Where these Employees are goind" mostly they follow the leader i.e. An old employee who has quit and joined some other firm is hunting down your employees and taking them with him... As the employees loyalty might be with the leader and not with the company
check this out ..... and more depends on the actual company and market scenario...
Ajmal Mirza
From India, Ahmadabad
Hi All,
Similar condition we have been facing in our organization.
I have been with my organization, which is a recruitment firm, since 8 months.
The kind of work handled here is the best. But the attrition rate is very high.
To cite an example
when i joined, there were 6 people who joined alongwith me.within 3 months 4 of them had left the organization. within 1 month 5 new recruits had joined but withn 3 months 4 of them had left.
this is the condition cas there is considerable time spent in training the new recruits as freshers are recruited. and they quit in 3 months so by the time they are on floor they quit so practically there isnt much of revenue generated.
plz help
From China, Beijing
Similar condition we have been facing in our organization.
I have been with my organization, which is a recruitment firm, since 8 months.
The kind of work handled here is the best. But the attrition rate is very high.
To cite an example
when i joined, there were 6 people who joined alongwith me.within 3 months 4 of them had left the organization. within 1 month 5 new recruits had joined but withn 3 months 4 of them had left.
this is the condition cas there is considerable time spent in training the new recruits as freshers are recruited. and they quit in 3 months so by the time they are on floor they quit so practically there isnt much of revenue generated.
plz help
From China, Beijing
Hi Deepti...
The major problem with the recruiting firm is that most of the employees consider it to be the stepping stone for their careers... and can be seen in most of the recruiting firms....
The reasons being
1. The employees are constantly in touch with the recruitment market and are aware of the available opportunities... compensation rates of the market...
2. The recruitng firm is generally a private firm, pvt limited firm with direct involvement of the director / proprietor... most of the employees are not able to cope up with the direct remarks of the proprietor...
3. Generally seen.. no proper training, induction is given, so the employees are not aware of what the other departments... employees are doing and what is their importance to the organisation..
4. In smaller firms loyalty programmes are not implemented and the employees don't see much career growth there..
if your organisation can solve the above problems it can reduce the attrition rate ... some of the suggestions are
1. Give sufficient freedom to eligible employees...
a) Let them handle an account, sector by them selves... that would cultivate the sense of ownership and that itself should help to reduce the attrition rate
b) if you are not sure of the employee capability, give him/her a smaller project i.e. single recruitment event to handle and show his/her performance
2 If possible create acheivable incentive systems, for each department and give some awards (like party at some pub etc) that should make the employee feel that he is performing good and at the same time bind him with the other employees during partying..
3. And most of all recruit employees who would not leave the organisation (like people having family issues) generally married ladies would like to work in proximity of their home... that would reduce the chance of their looking out for other jobs...
This means change in some practices at the organisation... but it maybe worth the efforts..
Ajmal Mirza
From India, Ahmadabad
The major problem with the recruiting firm is that most of the employees consider it to be the stepping stone for their careers... and can be seen in most of the recruiting firms....
The reasons being
1. The employees are constantly in touch with the recruitment market and are aware of the available opportunities... compensation rates of the market...
2. The recruitng firm is generally a private firm, pvt limited firm with direct involvement of the director / proprietor... most of the employees are not able to cope up with the direct remarks of the proprietor...
3. Generally seen.. no proper training, induction is given, so the employees are not aware of what the other departments... employees are doing and what is their importance to the organisation..
4. In smaller firms loyalty programmes are not implemented and the employees don't see much career growth there..
if your organisation can solve the above problems it can reduce the attrition rate ... some of the suggestions are
1. Give sufficient freedom to eligible employees...
a) Let them handle an account, sector by them selves... that would cultivate the sense of ownership and that itself should help to reduce the attrition rate
b) if you are not sure of the employee capability, give him/her a smaller project i.e. single recruitment event to handle and show his/her performance
2 If possible create acheivable incentive systems, for each department and give some awards (like party at some pub etc) that should make the employee feel that he is performing good and at the same time bind him with the other employees during partying..
3. And most of all recruit employees who would not leave the organisation (like people having family issues) generally married ladies would like to work in proximity of their home... that would reduce the chance of their looking out for other jobs...
This means change in some practices at the organisation... but it maybe worth the efforts..
Ajmal Mirza
From India, Ahmadabad
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