Dear All, Please find attached the newly developed Early Warning Attrition Tracker. This might help you all. It’s an automated sheet. In case you have queries please get back to me.
From India, Hyderabad
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41From India, Hyderabad
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Hi Mallet,
Nice one indeed. But as you are expecting inputs, let me give one I felt may be added to the file. You can include the major reasons (you highlighted only the "Compensations & Benefits") and score them individually. Because I don't think an employee leaves an organization just for compensation.
However, let me remind you again that the concept is interesting, and you have posted a wonderful file.
Ravi.
From India, Vijayawada
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Nice one indeed. But as you are expecting inputs, let me give one I felt may be added to the file. You can include the major reasons (you highlighted only the "Compensations & Benefits") and score them individually. Because I don't think an employee leaves an organization just for compensation.
However, let me remind you again that the concept is interesting, and you have posted a wonderful file.
Ravi.
From India, Vijayawada
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Hi Mallet,
Fabulous and a valuable post in my opinion. Thanks a TON for sharing. Would you mind giving your mail ID or contact number in case there's a requirement to speak with you regarding this post?
THANKS once again for the valuable post.
Regards,
Sharmistha
From India, Mumbai
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Fabulous and a valuable post in my opinion. Thanks a TON for sharing. Would you mind giving your mail ID or contact number in case there's a requirement to speak with you regarding this post?
THANKS once again for the valuable post.
Regards,
Sharmistha
From India, Mumbai
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Hi Mallet, Nice file to have shared. I will use it for sometiume and then will let you know about the feedback. i really appreciate your sharing such a wonderful tool in this forum. Cheers
From India, Gurgaon
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From India, Gurgaon
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Dear Mallet,
The format looks good! The parameters are well defined and comprehensive. But is it feasible to rate individuals when most of us are sluggishly getting through appraisals (annual/half-yearly), TNAs, etc.? Is there a way it could be developed or integrated with either the appraisal system, or could a group be monitored? Just think about it.
Regards,
From India, Andheri
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The format looks good! The parameters are well defined and comprehensive. But is it feasible to rate individuals when most of us are sluggishly getting through appraisals (annual/half-yearly), TNAs, etc.? Is there a way it could be developed or integrated with either the appraisal system, or could a group be monitored? Just think about it.
Regards,
From India, Andheri
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Hi Mallet,
Congratulations on the good work.
I have a few things to share/know about the spreadsheet:
1) What is the range of scores, i.e., 3/4 out of how many? Is there any formula or rule to apply?
2) What does the figure represent when colored with black and options available to select from the drop-down menu? What rule and formula should be applied while selecting the cell from the drop-down menu?
I would suggest you write a few guidelines on how to explore the spreadsheet and what needs to be considered while working with it. I believe these guidelines will help us utilize the useful tool you have developed.
Thanks,
Gaurang
From India, Vadodara
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Congratulations on the good work.
I have a few things to share/know about the spreadsheet:
1) What is the range of scores, i.e., 3/4 out of how many? Is there any formula or rule to apply?
2) What does the figure represent when colored with black and options available to select from the drop-down menu? What rule and formula should be applied while selecting the cell from the drop-down menu?
I would suggest you write a few guidelines on how to explore the spreadsheet and what needs to be considered while working with it. I believe these guidelines will help us utilize the useful tool you have developed.
Thanks,
Gaurang
From India, Vadodara
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Hi Mallet,
I would really appreciate your effort. I tried with a few employees, and what I found out is that people who are dissatisfied (looking to grow along with the company) are at high risk and need one-on-one attention. Is that what you want to convey through your Excel?
Maybe I'm not so clear on how to use your Excel or interpret it. Could you please email the guidelines for this?
I am waiting for your reply.
Regards,
Majestuoso 😉
From India, Madras
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I would really appreciate your effort. I tried with a few employees, and what I found out is that people who are dissatisfied (looking to grow along with the company) are at high risk and need one-on-one attention. Is that what you want to convey through your Excel?
Maybe I'm not so clear on how to use your Excel or interpret it. Could you please email the guidelines for this?
I am waiting for your reply.
Regards,
Majestuoso 😉
From India, Madras
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A fabulous work Mallet. Only one thing is missing for the beginners: GUIDELINES. Try to include that and attach it. Then it would be near perfect.
Hope you apply it soon. Anyways, I rated your post. It was wonderful.
Regards,
~Raghav V
From India, Kochi
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Hope you apply it soon. Anyways, I rated your post. It was wonderful.
Regards,
~Raghav V
From India, Kochi
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Hi Mallet, I am not getting why your drop down scores have 4 and not 0 though in defining criteria you use 0-3 scores. Request you to clarify. Rgds, Shilpi
From India, New Delhi
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From India, New Delhi
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Dear All,
There is a problem with the Excel sheet as the guidelines were coded in VB on a screen that opens as soon as the Excel file is opened. I will rectify that and post it soon.
Thanks, Mallet
From India, Hyderabad
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There is a problem with the Excel sheet as the guidelines were coded in VB on a screen that opens as soon as the Excel file is opened. I will rectify that and post it soon.
Thanks, Mallet
From India, Hyderabad
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Good post. Makes sense to the Industry I belong. Can you pls throw some light on the scoring. I din’t quite get the pattern.
From India, Bangalore
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From India, Bangalore
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Hi Mallet, Really nice work done. If it is done based on last 3 yrs data then definitely we should considered it as a validated. Its really new to the guys. Thanks, Amit Shah
From India, Mumbai
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From India, Mumbai
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Hi Mallet I have made a few changes to make it more generalised instead of IT specific. Let me know if its ok with you?
From India, Mumbai
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From India, Mumbai
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Dear Mallet, Good work. Well I need a small clarification in this regard. Whom you think is a right person to input the score to the attrition sheet about the employee apart from HR
From India, Hyderabad
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From India, Hyderabad
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Hello....hello... A Manager is a right person to score this sheet because he closely works with the team.....what do you think?
From India, Hyderabad
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From India, Hyderabad
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Very useful Mallet. Fantastic Post. Just had a small query. Do we have to manually input the numeric value in the score column or the column above that ? Kindly revert.
From India, Mumbai
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From India, Mumbai
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Good one but.. may be some guide lines at the beging of the sheet may help.. to put the figuers rightly..
From India, Delhi
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From India, Delhi
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Hey Mallet, This is good work. It will be great if you can plug-in a sheet explaining usage (so that if someone else intends to use it, the sheet will be of great help) Thanks Kamal
From India, Pune
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From India, Pune
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Hold on team...I am working the usability part..there was a error in coding..i am rectifying that........
From India, Hyderabad
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From India, Hyderabad
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Hi Mallet,
Good work! However, I think you might want to take a look at the one used by Genpact (formerly GE Capital Int'l Services). For reasons of copyright, I will not upload it here, but you can always ask someone from Genpact to pass it on to you for a look. It is used very widely there, has been validated by use over the last 7 years, and is comprehensive and very well-designed. Although you might have to change a few assumptions for use elsewhere.
Just for the record - Genpact's employee attrition is less than the industry average by 1/3rd. Of course, this tracker plays only a small part in the overall effort at containment.
From Ghana
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Good work! However, I think you might want to take a look at the one used by Genpact (formerly GE Capital Int'l Services). For reasons of copyright, I will not upload it here, but you can always ask someone from Genpact to pass it on to you for a look. It is used very widely there, has been validated by use over the last 7 years, and is comprehensive and very well-designed. Although you might have to change a few assumptions for use elsewhere.
Just for the record - Genpact's employee attrition is less than the industry average by 1/3rd. Of course, this tracker plays only a small part in the overall effort at containment.
From Ghana
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Hi Mallet, You did great job.But can you share the with us concept how you complied all this reason and on what basis you had calculated scores for the reason. And Thanks for this posting
From India, Mumbai
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From India, Mumbai
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Dear Mallet, EWAT tool is good, I found one more factor which influences attrition is Peer influence. mouli
From India, Hyderabad
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From India, Hyderabad
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Excellent Mallet
Great work done! We will be using it, but my concern is if we change any options that we find more suitable, then how is it going to work? I hope the scores and results won't differ much.
Thanks and please keep posting.
Bharat
From Spain
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Great work done! We will be using it, but my concern is if we change any options that we find more suitable, then how is it going to work? I hope the scores and results won't differ much.
Thanks and please keep posting.
Bharat
From Spain
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Hi Mallet,
I'm a new HR executive at the moment. I understand that my question may seem basic to all the experienced professionals here. However, I would genuinely like to understand how to utilize this sheet - what inputs to enter, and how to draw inferences from it.
I apologize if my question appears trivial.
Regards,
Aarti
avrinku@gmail.com
From India, Mumbai
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I'm a new HR executive at the moment. I understand that my question may seem basic to all the experienced professionals here. However, I would genuinely like to understand how to utilize this sheet - what inputs to enter, and how to draw inferences from it.
I apologize if my question appears trivial.
Regards,
Aarti
avrinku@gmail.com
From India, Mumbai
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Hi Mallet,
This Excel sheet is really nice and informative. Thank you for sharing it. However, I would highly appreciate and humbly request if you could post the guidelines and detailed instructions for using this Excel sheet.
All CITEHR members would benefit if you could discuss the basis on which you formulated this Excel sheet so that everyone can have a clear understanding of it.
I have noticed that there is a lot of confusion arising from the posts of other members. I hope you don't mind me pointing this out.
I am looking forward to a positive response from your side.
Regards,
Simta
From India, Gurgaon
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This Excel sheet is really nice and informative. Thank you for sharing it. However, I would highly appreciate and humbly request if you could post the guidelines and detailed instructions for using this Excel sheet.
All CITEHR members would benefit if you could discuss the basis on which you formulated this Excel sheet so that everyone can have a clear understanding of it.
I have noticed that there is a lot of confusion arising from the posts of other members. I hope you don't mind me pointing this out.
I am looking forward to a positive response from your side.
Regards,
Simta
From India, Gurgaon
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Hi Mallet,
I agree with everyone that it is a wonderful post and a good concept. My feedback is that this would be helpful in certain sections or industries. To explain it better, my organization employs a large number of grads and undergrads for fieldwork. Although the work requires a specialized skill set, the attrition rate is pretty high due to various factors. Few people leave because their senior has moved.
So, it is difficult to maintain this tracker at this level. Also, these people are widely spread out in various offbeat locations. Still, we can use this from an executive level.
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I agree with everyone that it is a wonderful post and a good concept. My feedback is that this would be helpful in certain sections or industries. To explain it better, my organization employs a large number of grads and undergrads for fieldwork. Although the work requires a specialized skill set, the attrition rate is pretty high due to various factors. Few people leave because their senior has moved.
So, it is difficult to maintain this tracker at this level. Also, these people are widely spread out in various offbeat locations. Still, we can use this from an executive level.
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Hi Interesting really. I am assuming I have not missed out on this detail, but is this a scenario of 1 being the lowest risk and 5 being the highest ris?k
From India, Hyderabad
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From India, Hyderabad
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Dear Mallet,
First of all, thank you for your post.
1) How did you arrive at the scores you have mentioned against the factors or the critical incidents? How will you define the score?
2) Where is the weightage against the factors or the critical incidents? How many times have employees left because of that factor or critical incident in order to prioritize the factor?
3) Absenteeism, attitude, initiative, proactiveness, coming late, or leaving early are very important.
4) You mentioned the next level, but where have you defined the next level competency? Do the employees know about it?
5) Relationship with superiors, job profile mismatch, paying on time, incentives are equally important.
6) There are other equally important factors related to ground reality that may also be considered, and an RYG analysis done with weightage to help prioritize the factors.
Good, please keep it up, and I hope to see similar creative presentations from you.
Tapas
From India, Mumbai
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First of all, thank you for your post.
1) How did you arrive at the scores you have mentioned against the factors or the critical incidents? How will you define the score?
2) Where is the weightage against the factors or the critical incidents? How many times have employees left because of that factor or critical incident in order to prioritize the factor?
3) Absenteeism, attitude, initiative, proactiveness, coming late, or leaving early are very important.
4) You mentioned the next level, but where have you defined the next level competency? Do the employees know about it?
5) Relationship with superiors, job profile mismatch, paying on time, incentives are equally important.
6) There are other equally important factors related to ground reality that may also be considered, and an RYG analysis done with weightage to help prioritize the factors.
Good, please keep it up, and I hope to see similar creative presentations from you.
Tapas
From India, Mumbai
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Hi mallet , It looks really fine , Please explain the rating parameters and Red, Yellow and Green . How to use it ? Regards Sameer
From India, Calcutta
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From India, Calcutta
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Dear Mallet, were you able to rectify the excel sheet issue and can you send guildlines to me
From India, Bangalore
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From India, Bangalore
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Thank you so much for sharing this article. Nice information is included in this article. I really appreciate your effort in including this article. I am very happy to read this article. Thanks a lot for sharing this post.
From India, Vazhakulam
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From India, Vazhakulam
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Great tracker to use for EWS. Hope it has evolved now. If yes, please share updated EWS tracker if any.
From India, Delhi
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From India, Delhi
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Nice one, you have included many important elements.. Keep up the good work and thanks for sharing
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Can anyone please provide more details around the criteria used for conditional formatting - <7 is green, between 7 to 14 is amber, and anything >14 is red. How did we come to this conclusion? Are we taking the median based on the questionnaire?
Thanks in advance for the help.
From India, Bangalore
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Thanks in advance for the help.
From India, Bangalore
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Employee excel sheet.xls