Dear all,
In order to find out the reason for high attrition or to control attrition, I have started attrition control analysis using the RAG analysis method on a monthly basis, which helps in two ways:
- Analyzing the reasons for the increasing number of resigned/abscond cases.
- Adopting various retention strategies to retain "KEY" employees.
Here is how I process it:
1) Prepare the Excel sheet of team members every month, including new joiners and excluding those who have left.
2) Send the list to the respective team leaders along with instructions.
3) The instructions involve:
- Red: Employees who have already left (state the status as RED along with the reason).
- Amber: Cases where there are chances of resigning/planning to leave or cases with poor performance related to productivity, attendance, job knowledge, etc.
- Green: Loyal to the organization, overall good performance (meeting the above-mentioned criteria).
4) The Excel sheet includes columns for:
- Name
- Employee ID
- Team leader's name
- RAG status (Red, Amber, Green)
- Comments/Reason for Red & Amber status
- Counseling Done by Team Leader
5) We focus more on Amber status, so that key employees can be retained or convinced at the right time.
6) I have added another column, "KEY EMPLOYEE," to make it easier for us to focus on cases with consistently good performance that must be retained.
7) The status for this month will be forwarded next month to all team leaders, showing how many team members have been retained by changing their status from Amber to Green.
Please suggest if any changes are required in the procedure.
Regards,
Priyanka
From India, Mumbai
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6In order to find out the reason for high attrition or to control attrition, I have started attrition control analysis using the RAG analysis method on a monthly basis, which helps in two ways:
- Analyzing the reasons for the increasing number of resigned/abscond cases.
- Adopting various retention strategies to retain "KEY" employees.
Here is how I process it:
1) Prepare the Excel sheet of team members every month, including new joiners and excluding those who have left.
2) Send the list to the respective team leaders along with instructions.
3) The instructions involve:
- Red: Employees who have already left (state the status as RED along with the reason).
- Amber: Cases where there are chances of resigning/planning to leave or cases with poor performance related to productivity, attendance, job knowledge, etc.
- Green: Loyal to the organization, overall good performance (meeting the above-mentioned criteria).
4) The Excel sheet includes columns for:
- Name
- Employee ID
- Team leader's name
- RAG status (Red, Amber, Green)
- Comments/Reason for Red & Amber status
- Counseling Done by Team Leader
5) We focus more on Amber status, so that key employees can be retained or convinced at the right time.
6) I have added another column, "KEY EMPLOYEE," to make it easier for us to focus on cases with consistently good performance that must be retained.
7) The status for this month will be forwarded next month to all team leaders, showing how many team members have been retained by changing their status from Amber to Green.
Please suggest if any changes are required in the procedure.
Regards,
Priyanka
From India, Mumbai
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Dear Priyanka,
You want to study the causes of workers'/employees' retention, that is, why employees are leaving their jobs. Based on the above statement, I understand that you are not conducting exit interviews. You should focus on your current or departing employees as they can explain the reasons for retention. This should be your primary area of concern, but you seem to be taking a different approach, which may not yield optimal results.
Next, prepare some plans for recreational activities, recognition, rewards, or employee engagement activities to motivate them for maximum participation. While your current approach is commendable, you are delving deep into the problem when the solution lies around the problem. Step out of the problem, and you will find the solution.
Regards,
Rajbir
From India, Coimbatore
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You want to study the causes of workers'/employees' retention, that is, why employees are leaving their jobs. Based on the above statement, I understand that you are not conducting exit interviews. You should focus on your current or departing employees as they can explain the reasons for retention. This should be your primary area of concern, but you seem to be taking a different approach, which may not yield optimal results.
Next, prepare some plans for recreational activities, recognition, rewards, or employee engagement activities to motivate them for maximum participation. While your current approach is commendable, you are delving deep into the problem when the solution lies around the problem. Step out of the problem, and you will find the solution.
Regards,
Rajbir
From India, Coimbatore
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