Dear All,

Please reply in following issue.

Issue about the Attrition and attrition ratio is 20 % per month.

I mention here persons opinion about their behaviors or activity.

Management : Management always think that we need a good people and they must stay with them for a long time and for that they are ready to do anything which are demanded by employee as well as Contract Labour. Management sometimes gives wrong promise like that we will increase your salary after the Confirmation or after six months like this. Management gives increment to someone only not to everybody.

Foreigner: They only demand production. They think that everybody must do everything. They want to create foreign culture in India. They push to Indian Management to give high salary and benefit to their employees before the one year or after the one year but not for everybody. Sometimes they directly tell to employees that we will decrease your salary because your performance is not good but main thing is that Increment is given by foreigner to him only. They also think that every engineers will do job like electrician and fitter means when they select people, they thought that about their job profile they will do 80% like fitter & electrician and 20% like documentation.

Staff & Contract Labour: They think that we have to get increment as getting by somebody means that they always compare with other persons. Someone doing excellent job and they never get increment and someone doing nothing and get good increment because they are lifter and talk directly to foreigner and foreigner push to Indian management and Indian management give the increment.

HR: HR means I, I never disclose anyone salary to anybody and never disclose anything to anyone about the company policy like Confirmation, Recruitment, Salary revised and Increment. I never play vital role in any HR activity like Confirmation, Recruitment, Salary revised and Increment but now they are interested to involve me for HR activity.

Question is that How to decrease the attrition?

Thanks & Regarda,


From India, Ahmadabad
Assistant Manager Human Resources
Consultant, Writer And Trainer
+2 Others


Dear Parimal,
This situation arises when there are cultural differences among peoples especially expatriates.
For long term solution you need to build team with open culture and transparency among team members with equal status. You may try open house.
Analyze the root cause for attrition and discuss with your senior management.

From India, Bhubaneswar

You have explained the deficiencies in your system. You have to arrange the house in order.
The PMS policy for apprisal and increment/promotion shall be estabilished. I think your company is a MNC and the expats are dominating the HR functions and day to day affairs of workings. Western work culture may not be suitable to Indian environment as per my experience with them. If you want to reduce the attrition, clear HR policies should be in place.

From India, Lucknow


There are two reasons(of attrition) that I can see in your post only,

One is culture mismanagement - which your organisation has to do by appointing some one in strategic HR..or to involve you in handling that. How people work in different part of worlds differ from one part to another, so a middle course of action is required to be designed...

Another reason is as Pon mentioned, lack of clear HR policies and procedures, no matter company is MNC or Indian, what matters is clear cut procedures and process, which makes or breaks a company apart from other important things...

Not disclosing( not being transparent) to employees how the raise/increment is given is creating problem..How an employee is supposed to know that other person is performing better than him/her if there are no parameters to scale...just think about it.

Conduct exit interviews to find out the reasons why people are leaving, or conduct stay interviews, where you need to find out potential employees who you think are on the verge of leaving and then talk to them to know how they feel about the culture and company....

Hope it will be of help...

From India, Delhi

I agree with comments of Archanaji

You must do root cause analysis of attrition
Develop good employee relations so that they problem comes out before their frustation and leaving job
Employment satisfaction survey can also help to know diffrent contraitns
Managemtn should be conveyed about major reaosns of attrition
Exit Interview may also help a lot to get the feedback and gives reaons of perosn leaving job
For New Employee minimumservice bond and also introduce to control attition
In case of junior level employees or tarinnes GET/DET/MT some depsosit /dedcution from salary can be launched which may be refuned to them after completion of say 3 or 5 years or so on

Long service rewards for completing 3/5/7/10/20/25 can be started to motivate employes and recongnize their long service/assocition with company
While recurting any perosn make sure his/her stablity/past service tenyure to assess his loyality/consistenancy in his career

I hope all these things make definetly improve attrition problem



From India

Dear All,
Thanks for your reply.
I am working in MNC Engineering company in which total 40 people working(including Contract Labour).
I want to design HR policy which should be linked with ISO 9001:2008 & ISO 14001 sothat i can reduce attrition ratio so you are reqested to guide me.
Many thanks for your efforts.

From India, Ahmadabad

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