Business Mentor, Consultant And Trainer
Partner - Risk Management
Ed Llarena, Jr.
Owner/ Managing Partner
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.
27th March 2016 From India, Bangalore
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.
27th March 2016 From India, Pune
28th March 2016 From India, Mumbai
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
28th March 2016 From Zambia, undefined
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,
28th March 2016 From Bahrain, Manama
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.
2nd April 2016 From India
7th April 2016
The normal average employee turnover worldwide is @ 5% of the total workforce population in a business organization.
There are many factors that influence and/ or have impact on this matter. But, the most significant factor is compensation related.
Try benchmarking your current salary rates with that of the industry market median rates in your area and see how close or how FAR your rates are to the market median. If your rates are way below the market median, then present your case to top management if they want to address your problem.
8th April 2016 From Philippines, Parañaque
Conducting exit interviews of those who have already left would be perhaps difficult.
May be you do it systematically for new exits.
But from experience it is generally well known that the workers quit job for several of the following reasons :
1 Better salary
2. proximity of the workplace from residence
4 Insecurity of permanency
5 Addiction to alchohol, gambling or drugs leading to
indebtedness or ill -health
Above is not exhaustive list but illustrative and can focused on next round of exit interviews to ascertain true reasons.
13th April 2019 From India, Mumbai