Your Thoughts On "Attrition Management/Control" - CiteHR
Jude Mayne
Retired
Singhabhishek
Humar Resource
Megha Gautam
Hr Executive
Raj_prt
Hr Professional
Vinmind
Hr Professional
Surbhidesai
Free Lance Trainer
Majestuoso
Hr Mnager
Ash_2503
Software
+1 Other

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Dear All,
As per our discussion earlier let us start with the topic ¡§Attrition Management/Control¡¨ for this week. We will continue to pen down our thoughts for a week and then have a recap before starting the new topic.
(For those new to this discussion, kindly refer to the discussion thread ¡§Are we really learning from the internet¡¨ in "Training and Development" section started on July 29, 07 for more details).
Discussions on the topic to
Start on: August 3rd
End on: August 10th
Wrap up and Recap: August 11th
New Topic: August 11th
You are welcome to contribute your thoughts/opinions/suggestions/ideas regarding the topic.
An earnest request: We encourage you to put your own thoughts and not just copy and paste from other website or articles. The idea behind our own contribution is to help ourselves and think a little bit on the subject (discover our latent talentļ).
Awaiting your comments.
Regards,
Surbhi

A good topic to discuss on!!!

Attrition is a growing challenge nowadays, especially in the IT sector. It cannot be eradicated completely, but can be reduced to a considerable extent.

The top reasons for attrition, in my opinion are:

1. No well-defined career progression plans

2. Immediate supervisor not being supportive (no peace of mind)

Pay cannot be stated as a concrete reason, since the dissatisfaction factor differs from individual to individual.

These reasons are stated by a majority of the employees. But each individual has his/her own reasons to quit a company. They may want to devote time towards their families (mostly women) or pursue higher studies. But these reasons form a minute percentage.

To reduce attrition related to the first cause (No well-defined career progression plans), the performance management system may need a slight tweaking. Taking a closer look, both the causes are related. The immediate supervisor (in some cases) may not want his subordinate to move ahead, hence he manipulates his performance report.

Really true
Attrition is really becoming a serious issue these days....Wat the new Employer lloks is hw EXPERT are you wath the Terms ATTRITION AND RETENTION...A thing that needs utmost attention.Well.Beteer OPPORTUNINTY is one word where u cannot say anything further.....

Hi Surabhi adding the same here

The point here is that only reason a person leaves the job is because he feels stagnant/problem with management/salary issues/growth.to be competitive companies have started offering competitive slaries to employees,management always keeps an eye on whether an employee has a problem and how we should cater to that.

Now if we think logically 90/100 times a person leaves for growth in responsibility,new learning,challenging projects etc.

its not that the same company cannot offer that growth to the employee,why cant we look at our own people and help them move forward rather than hiring people at higher level with so much of difficulty and entering into a race where I am hiring one from a X company and loosing two to Y company.

Its all about planning it and managing it.So there is a need of good planners and managers.

Everybody would agree we see less/no attrition in a small company and most of the people say its coz of their size.But I dont think the size does matter if we plan and implement in a better way.I have started with a small company and I had the best feeling working with that company.The problem I faced there is that the company grew and management became weak,all personal care,team building,belongingness went for a toss,people started feeling demotivated and moved on.Company started hiring senior people from outside coz it grew,not even thought of people who contributed to its growth.

I guess attrition has nothing to do with salary/perk but management's inability to carve the growth path of its people wrt the company;s growth

This is copied from my posting in another thread on the same topic:

Let me play the role of the devil's advocate here. Please allow me to present a slightly different view on the topic of attrition management. Is attrition really a bad thing? What would you consider cleaner, and hence more desirable - a pool with with water stagnant over a long period of time, or a stream that has a continuous flow of water? Aren't the 20 - 40% employees who leave paving way for an equal number of new entrants, who bring with them new ideas, latest knowledge and many a times, new culture. And don't forget the fact that a new employee is always more enthusiastic and hard working than an old one, because he or she has to prove himself/herself in the new organization. Until they become complacent or be taken for granted with the passage of time.

Of course, everybody knows that included in the statististics of attrition percentage is a fairly large number of employees whom the organization actually wants to get rid of.

Can we have your views and couter views, please?

hi.
Let us classify employees into three different classes:
1) Talented person whos has gained the attention of people may quit coz of confidence that he /she may get any job anywhere
2)Moderate Employee who is not a loss to company neither beneficial too. will try to quit coz he/she's not recognized.
3)Poor Performer who is in a fear that he/she may lose the job anytime may quit the company.
so everybody has a reason to quit the company.
Attrition rate is high coz everybody has a awareness that the world is wide.
i do agree with Raj Statement that senior employers will not try to concentrate much coz they knew very well about the loopholes. Freshers will try to utilise each opportunity to prove them.
Attrition cant be eradicated.
it can be minimised by coordination of immediate seniors who should have positive attitude about the company.(announce an allowance it may workout.) :) :D :D :D

The main factors of attrition is

1. Change is an attitude today -- The satisfaction parameters are high and one wants all parameters to be satisfied at the level of 7-9 in the scaleof 1-10. Lowering of expectation in each level amounts to change.

2. Salary -- The growing company espicially in tech/bpo/kpo were growth and earning are higher with-out and investment and gestation period are paying higer salary than the established player in mfg sector.

3. Loyal Mindset - Working Mindset- As loyalty coccon is sheding to Working Mindset, and as more and more use of latest technology and similar back-ground of knowledge/academic, employer do not have challenges either to retain the loyal person or think that new employee will be with-me for longer terms. Even company while picking new personnel did not mind to hire hopping personnel as they required working mindset.

4. Fast Buck- The person wants to earn more and take the opportunity to have higher salary as per the prevailing market.

5. Sensitive - Today employees are more senstive and demanding as any demand which they feel are not getting fullfilled they change their job and try to get fulfilled their needs. Eg. Cab facility, medical facility, five day week,mobile phones - talk time, timining of the company.

6. Long Term Plan Vs Short Term - Today people have short term plan and various avenue of investment too,they for-go the PF, Gratuity type of investment avenue whch are linked to long services, today with equity, MF, reality sector giving more avenue for investment long term investment does not attract the same.

Company

1. Policies - Some companies are unable toc hange with the perspective time in terms of policies.

2. Growth - Large mfg companies have long gestation period and profit margins are less and hence they are not able to provide the growth the other sectors are.

3. Retail Sector/Reality Sector/Tech -- These are more or less white color job and in good cities where the living standard is good and hence they prefer to join such organisation.

4. All round growth - This is a time where the growth is all around that is in all geography and hence many people want to come back to their native place.

regards,

Dear All,

Attrition is rampant these days. It is both good and bad - good for the employee, bad for the employer. An employee gets a better job opportunity elsewhere and he leaves the present organization.

However, it is not always so. If few employees leave the organization, the organization would get fresh talent who bring in more enthusiasm, energy and creativity to the organization.

While in the organization, it is the major responsibility of manager to find out the strengths of an employee. Every employee has her forte. The manager could identify those and give her an opportunity to express her talents in the work area. Over and above these, the manager could also give an employee the opportunity to guide/train/mentor any other new entrant or junior employee. Why junior only? Once in a while, it could also be the peers.

Peter Drucker has rightly said:

We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.

Some people have natural knack of teaching and if the manager can identify such people and use their talent, the organization can benefit a lot.

Even if such an employee leaves the organization after some time for better prospects, it wouldn’t be a major loss as the employee has already done her job well and helped others do it well during her tenure.

People leaving and joining are not two different things, just two sides of the same coin. We have to accept that one cannot exist without the other.

Comments/Suggestions/Opinions welcome.

Regards,

Surbhi

Hello Everyone!
I am sure many of you have some very good ideas to contribute. Awaiting your contribution.
We are closing the discussion on this topic on Friday, the 11th. Requesting many more replies till then.
Regards,
Surbhi

Dear All,

We had a healthy discussion on the topic “Attrition Control”. I am sure there would be many more strategies and views, however, let me give a summary of what was discussed during this last week.

Attrition is both bad and good. We have to accept that employees will leave the organization, however, at the same time new employees will join by bringing in enthusiasm, creativity and new culture. So, the best we can do is to find ways of how best the employees are utilized while on the job such that employee herself gets satisfaction from work and feel a sense of contribution.

There are several reasons behind an employee leaving the organization. Some are:

• Difficulty in dealing with immediate supervisor/manager

• Change in global mindset – Before an employee would work and retire from the same company; now an employee is questioned if he doesn’t leave the organization after working for few years!

• Lack of professional growth, challenging projects and new learning

• Increase in short term financial gains /Fast money

• Competitive atmosphere everywhere

• High expectations leading to stress and decrease in patience

• Lack of human factor: caring/ team building/belongingness

The organization can do its part in controlling attrition. Some strategies:

1. Have patient managers/supervisors with good interpersonal, planning and management skills

2. Develop and communicate a strong strategic vision

3. Make employee friendly policies

4. Encourage employees for their opinions

5. Conduct employee career development programs

6. Reward employees and managers for not just technical skills – but also people skills.

7. Excursions to mitigate stress - involve family members too

8. Revise company policies by taking feedback from Performance Management System, Exit Interviews

Thanks everybody for your valuable suggestions. Hoping to get many more in the next topic.

Regards,

Surbhi


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