Struggling with a 39% Attrition Rate in Pharma HR – How Can We Turn This Around?

Dear Member,

I am working as an HR in a Pharmaceutical Organization. Presently, we have a 39.07% Attrition Rate in our organization. I request all members to help me in controlling this attrition rate. Can you suggest what steps can be taken to reduce this attrition? I request any Pharma HRs to help me in solving this issue.

Waiting for your valuable reply.

-- Tejesh

Dear Members,

I am working as an HR professional in a Retail Organization and have over 3 years of total work experience, mostly in recruitment in IT companies, and the last 4 months in retail. I am very keen on transitioning into General HR roles, but I am facing challenges due to my experience being primarily in recruitment. Can anybody please advise if it is possible for me to make the transition into General HR and how I should prepare for interviews?

Thank you,
Shree

Dear Tejesh,

First, collect the details of people who have left the organization through an exit interview. Analyze the data and find out the root cause for people leaving the organization. Try to work out possible solutions to reduce attrition through motivation and employee involvement practices. Also, present the study to your top management.

Regards, N. Lakshminarasimhan

Hi,

Thanks to all of you for suggesting to me. Actually, we are experiencing higher attrition at the entry level. We select and train employees, but within 4 to months, they are leaving us. Despite offering a good package, we still see significant attrition.

Can you suggest some steps to help us control attrition?

- Tejesh

Hi Tejesh,

Even though you are offering a high package, the attrition rate is high at the entry level, especially in the field of sales and marketing.

Dear Tejesh,

Keep a retention amount in the salary for entry-level employees. Let's say their salary is 15000/- per month; retain Rs 1000 a month and pay them once they complete 1 year with your company. You can explain to them that this retention amount will be their savings with the company, and this way, they will receive 12000 at the end of one year, encouraging them to stay with you.

Another option is to analyze the training process for fresher and entry-level employees. You cannot put pressure on them until they complete 5 months. Provide them with formats that follow a systematic approach. Remember, freshers are typically young individuals with high energy, so it is HR's responsibility to help them stay calm when needed to retain them.

Lastly, consider conducting counseling sessions and exit interviews to understand the reasons why employees leave. If you don't have a questionnaire for this purpose, please email me or call me at [Login to view] or 09377561255.

Thanks & Regards,
Hiral

Dear Tejesh,

You are welcome, but make sure you put the right words for it. As this is going to be a big decision, they will also consider the cost. You can explain to them by stating that the recruitment cost is doubling, but we can retain employees at half the cost and achieve good results. Maybe they will understand.

Frankly speaking, I have been working in recruitment for the Pharma sector only for 2 years, and you will notice the highest turnover there as a factor. The reasons are:

1. Pay package
2. Expertise in a specific area
3. Competitors' companies wanting to know the new developments in the company
4. The most important factor is politics, as seniors tend to favor those in their good books, leading to dissatisfaction among others.

If you can address these four areas, I am sure you will worry less about attrition.

Regards,
Hiral

Dear Tejesh,

First, list out the employees who have left in the last two years and analyze the root causes of their departure from the organization. Very few actually state their reasons in the exit interview questionnaire. To address this, conduct one-on-one interviews with the individuals involved. Ensure confidentiality initially and uncover the actual reasons behind their decisions. Analyze these reasons thoroughly.

Based on the feedback received, review the organization's policies if the issues are policy-related. If the reasons are linked to group dynamics or other factors, escalate the matter to a higher level.

Regards,
vsure