Attrition is a part of the game, so how does one
manage it?
The house was unanimous on the fact that there was
no way that attrition could be arrested completely and
that organisations are better off ensuring that they
have a strategy in place to manage attrition. They
pointed out that unlike the old economy organisations,
the IT industry itself is a young industry and the
average age of managers is much lower. Given this,
they opined that line managers needed to be
sensitized more towards human issues, since they
often made hiring decisions and were in daily contact
with their teams. They believe that a good manager
can significantly reduce the levels of attrition within
his/her team if he/she is rightly sensitised to people
issues.
Having said that, the panelists were candid enough to
admit that often companies themselves were the cause
of this problem with their tendencies to adopt practices
like hiring people without relieving letters, not spending
enough time at the recruitment stage and ignoring
important aspects like culture fit. Said Saxena, “During
recruitment, a lot more time should be spent by the
companies in getting the culture of the organisation
across, including the values the organisation follow,
and the expectations from the candidate.”
They also said that organisations need to try and
ensure that they do not focus only on the numbers but
instead try and understand the touch points as well.
maybe inevitable yet it is evident that a lot can be and
to be done.
Highlights: How to minimise attrition
1.Segment attrition data to understand who is it that
you are losing and target accordingly
2.Spend time during recruitment to explain your
culture and expectations
3.Build a value proposition in terms of learning and
career growth
4.Make your line managers equally responsible for
attrition
5.Ensure that when people leave the organisation,
their knowledge doesn't leave with them
Source: article by NASSCOM
manage it?
The house was unanimous on the fact that there was
no way that attrition could be arrested completely and
that organisations are better off ensuring that they
have a strategy in place to manage attrition. They
pointed out that unlike the old economy organisations,
the IT industry itself is a young industry and the
average age of managers is much lower. Given this,
they opined that line managers needed to be
sensitized more towards human issues, since they
often made hiring decisions and were in daily contact
with their teams. They believe that a good manager
can significantly reduce the levels of attrition within
his/her team if he/she is rightly sensitised to people
issues.
Having said that, the panelists were candid enough to
admit that often companies themselves were the cause
of this problem with their tendencies to adopt practices
like hiring people without relieving letters, not spending
enough time at the recruitment stage and ignoring
important aspects like culture fit. Said Saxena, “During
recruitment, a lot more time should be spent by the
companies in getting the culture of the organisation
across, including the values the organisation follow,
and the expectations from the candidate.”
They also said that organisations need to try and
ensure that they do not focus only on the numbers but
instead try and understand the touch points as well.
maybe inevitable yet it is evident that a lot can be and
to be done.
Highlights: How to minimise attrition
1.Segment attrition data to understand who is it that
you are losing and target accordingly
2.Spend time during recruitment to explain your
culture and expectations
3.Build a value proposition in terms of learning and
career growth
4.Make your line managers equally responsible for
attrition
5.Ensure that when people leave the organisation,
their knowledge doesn't leave with them
Source: article by NASSCOM