PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Educator, Management Consultant & Trainer
Recruitment/talent Acquisition, Career Counselling
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What's your industry/sector?
The reasons for attrition vary from industry to industry.
Also, pl give more details like:
1] In which level are you finding higher attrition?
2] Can you elaborate "we have been doing different things along with the routine job to keep our people motivated......"?
3] Has any analysis/effort been done so far to figure-out the reason(s)?
And, pl note that attrition is the end-result of faulty/inadequate PROCESSES rather than a one-off or multiple situation(s) that can be handled via any tool. At best, you get closer to the reasons, but not the solutions. Keeping a watch over attrition is a continuous affair for sure.
Attrition is also quite often attributable to the Company culture....or the lack of it.
From India, Hyderabad
Gurpreet84Thanks for the prompt reply !
Will try to answer your questions with some details.
I'm from a BPO/KPO industry.
Attrited folks are either at team member or team developer levels
The efforts like engagement activities, fun activities, soft skill training, cross functional trainings are being done currently to keep folks motivated & engaged.
Slow growth, work pressure & skill mapping could be the potential reasons of high attrition.
As m not the decision maker, so trying to get sort of a tool or a tracker which will help me to plot the competencies with these reasons in mind to figure out the main problem (like a pareto) & attack those first to have a quick fix. Along with it, we can keep working on other factors to improve things.
Hope this works !
From India, New Delhi
You may try the fish bone theory to identify the problems and find a suitable countermeasure.
below is the link that will be very useful.
Fishbone Diagram (Ishikawa) - Cause & Effect Diagram | ASQ
From Malaysia, Kuala Lumpur
Firstly you do exit interview if possible. You can also do climate survey once in a year to know the pulse of the people
This will definitely give you some points so that you can take action accordingly
From India, Chennai
It appears that Exit interview as a tool has not been tracked and analysed for reasons of exit.
Pl.make this mandatory for your level of people to Head of your organization and institutionalize this as a System of Exit Interview with concern to create widely awareness that reasons spotted out of left employees are precisely more correct symptoms . Second step is to prioritize and act in the right earnest.Climate Survey will not give you a practical solution at this point.
Director-Future Instt of Engg and Management Technology
Labour Law Adviser
From India, Delhi