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Dinesh DivekarDear Pon,
You have written that Now we have faced 15 to 19 % attrition.We provide all facilities,good working atmosphere,welfare,good remuneration. But we cannot control the attrition %. However, these are your perceptions. What about those you have left you? Did they think same way? Their perceptions are different than yours, hence the attrition.
Subject of attrition comes up for discussion time and again. You could have checked this forum before raising this query. Look at the right side bar and you will find the posts about attrition analysis. Earlier, I had given exhaustive reply about attrition analysis. Check the following link to refer it:
On the points mentioned in this link, do the analysis the attrition. After this analysis, take corrective measures. After 3-4 months comes back and share with us what succeeded and what did not.
From India, Bangalore
nathraoTry and analyse where your workers/employees are going?
Are they remaining in same industry or changing over?
Are they remaining in the same city/area and working for another firm of same nature?
These questions could give some idea of reasons for exit.
Proper exit interview in planned manner can also give you an insight into why the employee has quit.
And once you know reasons for exit,remedial measures can be thought off.
From India, Pune
saswatabanerjeeWhat is the wage rates you are paying for each category of your workers. What other facilities are you providing What is the location of your factory.
From India, Mumbai
saiconsultPlease ascertain the causes which make them leave while conducting some sort of exit interview though all employees may not be forthcoming with real reasons for leaving many a time in such exit interviews or at least try to gather information from their colleagues who are close to the employees leaving not immediately but after the dust settles down. This will give you their perception of working in your organisation. Some times employees may look for other factors like work-life balance also apart from good package.
From India, Mumbai
HastingsAttrition may refer to the gradual reduction of the size of a workforce by not replacing personnel lost through death, retirement or resignation. If the non replacement is strategic, then I don't see how that can be reduced. Few things come to mind about what causes attrition? unsuitable working environment, adversarial Management, lack of innovation and creativity on the part of management, lack of avenues for employees to express themselves, unfavorable policies, favouritism on the part of management (unequal treatment of workers), lack of inspirational leadership, unattractive incentives, lack of career progression, absence of promotion on merit, uncertain future of the company and its current performance (competitiveness) lack of performance recognition and personal time to be with the family, culture of the organization, job task rigidity (lack of enrichment and enlargement of jobs), competitor moves ( head hunting with better perks) and lack of employee citizenship. All these factors can contribute to employee attrition. Somehow, it is not easy to prescribe medicine without diagnosing the disease. I would suggest some few hints that may help to pin point the causes;
1. what is your pay compensation strategy?
2. how does your employees contribute to the affairs that affect them and the company?
3. how is the work environment (physical and relational)?
4. in terms of employee training and development, what is your policy?
5. Are your remuneration market competitive?
6. what is your promotion and recruitment policy?
7. What is your employee value proposition?
8. Does your employees know where the company is going and are you providing visionary and inspirational leadership?
9. What reward management system?
10. What is your employees relational value
I hope that helps
From Zambia, undefined
sln1960You can try giving group mediclaim policy and group life insurance as a measure of retaining good people. This gives a sense of security to people.
From India, Indore
Shivaraj SDear Mr. Pon muruga pandiyan,
As mentioned by seniors and experts you can try collecting feedback from employees during appraisal on what employees like and dislike about company and work. That should help you understand what employees are expecting.
If employee has decided to move on then Exit Interview will help in understanding why employees are leaving companies.
Conducting some market research on what competitors are offering will also provide some input on the same.
Hope this gives some idea on how to address attrition.
Thanks & Regards,
From Bahrain, Manama
jatin_mainiDear Mr. Pon,
15 to 19% attrition Rate is quite alarming.Try to analyse the reasons for the same through some Professional Agency, also in addition to the measures as suggested by worthy members.
Possibly some new idea as suggested by Professional Agency may provide you the desired inputs to control high Attrition rate.
saswatabanerjeeYou have still not put details of your wage rates. 20% atteration in garment units in Bangalore is pretty common But your wage rates, location and facilities is the key factor
From India, Mumbai