Dear Mr Harsh Kumar
Thank you for taking active participation in this thread and adding value by sharing your views.
Obviously first and foremost thing for attrition is uncertain financial position will lead to delayed payment / non payment of wages to the employees.
If the organisation is not providing the safe working environment to its employees, then we cannot expect the workers to stay and work for longer period and whenever they get chance or their tolerance level cross then they will quit the organisation.
From India, Kumbakonam
1166Thank you for taking active participation in this thread and adding value by sharing your views.
Obviously first and foremost thing for attrition is uncertain financial position will lead to delayed payment / non payment of wages to the employees.
If the organisation is not providing the safe working environment to its employees, then we cannot expect the workers to stay and work for longer period and whenever they get chance or their tolerance level cross then they will quit the organisation.
From India, Kumbakonam
Dear Members
Thank you for the opportunity given to me for the expression of my views for the attrition
Employer should bear in mind for the employee exist
* motivation to the employees
* job rotation - otherwise they will reluctant to work with the same work. If we change the job profile within the dept., they will not move to other company and simultaneously they can equip their knowledge.
* Right for the right job is the HR policy
* Respect to experienced person irrespective of gender
* Increment on time
* Welfare activities
* Family get together among the other employees from top to bottom level of workers
All the above points are upto my experience
From India, Chennai
Thank you for the opportunity given to me for the expression of my views for the attrition
Employer should bear in mind for the employee exist
* motivation to the employees
* job rotation - otherwise they will reluctant to work with the same work. If we change the job profile within the dept., they will not move to other company and simultaneously they can equip their knowledge.
* Right for the right job is the HR policy
* Respect to experienced person irrespective of gender
* Increment on time
* Welfare activities
* Family get together among the other employees from top to bottom level of workers
All the above points are upto my experience
From India, Chennai
Dear Vijayalakshmi
Thank you for taking part in this discussion on the subject Reason for Attrition. As you have given the points for retention techniques I am changing into reason for attrition.
Demotivated employees will be looking for job change, hence attrition level will be high.
Repetitive boredom work will lead to higher attrition rate. To avoid such cases job rotation is essential which will restrict the attrition rate. Further in case of any leave, the job rotation will help the organisation to engage another person who got trained by following the practice of job rotation.
Due respect must be given for the experience, age, and irrespective of the person's cadre, qualification and gender will reduce the attrition level. If the above is missing in the organisation, will have to face high attrition level. Annual appraisal also will take major roll in controlling the attrition level.
Maintaining the Interpersonal relationship with colleagues and some get together with family members will give more bond with the organisation and it will help in controlling the attrition level.
I have summed up your points. If you feel anything more to be added or any difference of opinion, please do inform. Let us join our hands to learn and spread knowledge.
From India, Kumbakonam
Thank you for taking part in this discussion on the subject Reason for Attrition. As you have given the points for retention techniques I am changing into reason for attrition.
Demotivated employees will be looking for job change, hence attrition level will be high.
Repetitive boredom work will lead to higher attrition rate. To avoid such cases job rotation is essential which will restrict the attrition rate. Further in case of any leave, the job rotation will help the organisation to engage another person who got trained by following the practice of job rotation.
Due respect must be given for the experience, age, and irrespective of the person's cadre, qualification and gender will reduce the attrition level. If the above is missing in the organisation, will have to face high attrition level. Annual appraisal also will take major roll in controlling the attrition level.
Maintaining the Interpersonal relationship with colleagues and some get together with family members will give more bond with the organisation and it will help in controlling the attrition level.
I have summed up your points. If you feel anything more to be added or any difference of opinion, please do inform. Let us join our hands to learn and spread knowledge.
From India, Kumbakonam
Dear all,
Please using WHY? WHY? analysis for these problem. This is a typical task but you are taking a good result from this method.
If want to know process for the implementation for these method then please tell me i will give you suitable example as per topic.
Thanks & Regards
Yagnik
From India, Rajkot
Please using WHY? WHY? analysis for these problem. This is a typical task but you are taking a good result from this method.
If want to know process for the implementation for these method then please tell me i will give you suitable example as per topic.
Thanks & Regards
Yagnik
From India, Rajkot
Hi...
According to recent findings there are six reasons why Best Employee Quit the Organisation:
1) No Vision
Most employees don’t get out of bed each morning trying to hit a profit number. In the majority of companies there are only a handful of people that truly care about it or, in some cases, even understand exactly what it means to hit that number. As a manager, don’t confuse your financial objectives with vision. Vision feeds financials and not the other way around.
2) No Connection To The Big Picture
3) No Empathy
4) No (Effective) Motivation
5) No Future
6) No Fun
From India, Bhubaneswar
According to recent findings there are six reasons why Best Employee Quit the Organisation:
1) No Vision
Most employees don’t get out of bed each morning trying to hit a profit number. In the majority of companies there are only a handful of people that truly care about it or, in some cases, even understand exactly what it means to hit that number. As a manager, don’t confuse your financial objectives with vision. Vision feeds financials and not the other way around.
2) No Connection To The Big Picture
3) No Empathy
4) No (Effective) Motivation
5) No Future
6) No Fun
From India, Bhubaneswar
Bhaskar,
Good thread with being discussed in different perceptive. I like it.
Here I have captured all the thoughts given till now by experts. Please add if I missed.
Sr No. Reasons
1 Compensation
2 Family Reason
3 Health Reason
4 Peer Pressure/ bullying
5 Higher Education
6 Career Growth
7 Work Place Culture
8 Unethical HR Practices
9 Job Security
10 Poor Motivation
11 High Targets
12 Work Pressure
13 Biased Increment/Promotions
14 Support (financial/emotional)
In my experience, I have seen that Salary/Compensation and benefits and Job security were the most important reasons (around 72%) an employee resigned.
Ukmitra
From Saudi Arabia, Riyadh
Good thread with being discussed in different perceptive. I like it.
Here I have captured all the thoughts given till now by experts. Please add if I missed.
Sr No. Reasons
1 Compensation
2 Family Reason
3 Health Reason
4 Peer Pressure/ bullying
5 Higher Education
6 Career Growth
7 Work Place Culture
8 Unethical HR Practices
9 Job Security
10 Poor Motivation
11 High Targets
12 Work Pressure
13 Biased Increment/Promotions
14 Support (financial/emotional)
In my experience, I have seen that Salary/Compensation and benefits and Job security were the most important reasons (around 72%) an employee resigned.
Ukmitra
From Saudi Arabia, Riyadh
Hi Everybody,
I would like to share few points in my view resulting in attrition
* Insufficient remuneration and employee benefits paid to employee by his employer.
* Mismatch of job profile.
* Job stress and work-life imbalances.
* Odd working hours/Early morning-night shifts.
* Entering of new companies and sectors in to the market.
* Lack of authority provided to accomplish ones task.
* Monotony of job.
* Lack of proper facilities provided by employer
* Lack of proper environment.
* Poor concern about employees by their employer.
* Poor promotion policies or lack of promotion for long time.
* Lack of timely communication by employer.
Seniors correct me if I am wrong.
Regards,
keerthibala
From India, Mumbai
I would like to share few points in my view resulting in attrition
* Insufficient remuneration and employee benefits paid to employee by his employer.
* Mismatch of job profile.
* Job stress and work-life imbalances.
* Odd working hours/Early morning-night shifts.
* Entering of new companies and sectors in to the market.
* Lack of authority provided to accomplish ones task.
* Monotony of job.
* Lack of proper facilities provided by employer
* Lack of proper environment.
* Poor concern about employees by their employer.
* Poor promotion policies or lack of promotion for long time.
* Lack of timely communication by employer.
Seniors correct me if I am wrong.
Regards,
keerthibala
From India, Mumbai
On conclusion, I extend my sincere thanks for those took active part in sharing their knowledge with our community and made this thread very useful for those students who are studying MBA.
The attached file was sent by my Mentor, which I feel it will be highly beneficial for all our members. Let us hope the students and learning young HR people make use of this this article.
Wish you all the success.
From India, Kumbakonam
The attached file was sent by my Mentor, which I feel it will be highly beneficial for all our members. Let us hope the students and learning young HR people make use of this this article.
Wish you all the success.
From India, Kumbakonam
There are sevaral Reasons:
Monetary considerations (unless you move, you won’t get more)
Work environment (organizational culture does not recognize performance)
Colleagues – bosses, peers and direct reports – there is no synergy with everyone working in silos
A good way to identify these problems is through feedback - a 360 Degree feedback survey would help a lot in identifying the problems
From India, Chennai
Monetary considerations (unless you move, you won’t get more)
Work environment (organizational culture does not recognize performance)
Colleagues – bosses, peers and direct reports – there is no synergy with everyone working in silos
A good way to identify these problems is through feedback - a 360 Degree feedback survey would help a lot in identifying the problems
From India, Chennai
Generally following reasons are observed.
Lack of respect
Lack of support
Monetary factors
Lack of appreciation
Increase in favouritism
Lack of challenges in job
No bendable work timetables
Need of very well working conditions
Difference between work & the individual
Fewer frequencies in giving the encouragement
Organization is more concerned towards business
Pressure from Overwork and Work - Life Imbalance
Employee needs pride for their work & what they do
Loss of faith and Confidence with superior Leaders
The work (or) work-place was not as anticipated
Very small number of helpful colleagues
Too Little Coaching and Feedback
Sriwidh
From India, Madras
Lack of respect
Lack of support
Monetary factors
Lack of appreciation
Increase in favouritism
Lack of challenges in job
No bendable work timetables
Need of very well working conditions
Difference between work & the individual
Fewer frequencies in giving the encouragement
Organization is more concerned towards business
Pressure from Overwork and Work - Life Imbalance
Employee needs pride for their work & what they do
Loss of faith and Confidence with superior Leaders
The work (or) work-place was not as anticipated
Very small number of helpful colleagues
Too Little Coaching and Feedback
Sriwidh
From India, Madras
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Attrition-rate. xls
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc