What are early warning signals in employee retention/attrition?

What are early warning signals in employee retention/attrition?

Dear Tarash,
Please find the attached document which is helps us in predicting the attrition rate and we can work work to arrest it at right time.

It would be great if you can explain once again about the excel

Dear Mamta Kumari,

The early warning tracker shared by a member has a limited utility.

Predicting the exit of the employee is a part of the study of HR Analytics. However, to use the tools of HR Analytics, MS Excel is not sufficient. One needs to have advanced software like SPSS.

Thanks,

Dinesh Divekar

Thanks sir.

1) EWS (Early warning signal) survey can be done monthly?
2) Can i say this is the same process what we do as monthly performance review where we can fine out the performance level based on the defined parameters of the employee in terms of good/average/bad?
3) Or is it something where we have to retain the good productive employees and by the help of identified triggers we can map that "X can leave the job due to this trigger"

Dear Ms Mamta Kumari,

The replies to your questions are as below:

1) EWS (Early warning signal) survey can be done monthly?

Reply: - Survey to be done on what parameters? Any survey, whether to EWSs or otherwise, if done month after month, then will it not bore the employees?

2) Can i say this is the same process that we do as a monthly performance review where we can find out the performance level based on the defined parameters of the employee in terms of good/average/bad?

Reply: - The purpose of the performance review is to measure the quantum of work done by the employee. If the employee's performance is not satisfactory for the several performance cycles, then it could lead to the employee's termination of the services. However, before termination, the employee is placed under a Performance Improvement Plan (PIP). Those who are under PIP automatically provide warning signals for their probable separation from the company.

3) Or is it something where we have to retain the good productive employees and with the help of identified triggers we can map that "X can leave the job due to this trigger"

Reply: - To retain productive employees, you need to have a separate Career Development Plan (CDP) for the star performers. In fact, you need to have CDP for all the employees. If the career path is clear, then then the chances of employees quitting the company can be minimised.

Additional Comments: - India's economy is growing and so is the career ambition of the talented employees as well. What matters is whether the employee has the zeal to grow or not. For those who have fire in their belly to grow, retaining them is difficult. Therefore, employee attrition to which you query insinuates is fait accompli. However, HR professionals should always strive to minimise employee attrition. Nevertheless, the causes of attrition are embedded in the organisation's culture. If the culture is not supportive, your efforts to retain the employees are bound to suffer a setback!

The issue of predicting employee separation is complex. However, if you wish to discuss it with me, then feel free to contact me,

Thanks,

Dinesh Divekar

Thank you sir for your time and clarifications.

For EWS, HR/Dept Head need to identify triggers among the team/team member, notice it and score it accordingly (Auto-change -Red, Amber, Green colour)

This is also very hard fact that a few of the management consider only those parameters which is directly related to business growth and employees's performance and less people centric.

There are a few employees who is not happy with the existing compensation or reporting manager's behaviour that could be a major reason for leaving the org.

Please help me how to identify the triggers.

Please help with EWS accuracy calculation based on RAG analysis

How can one calculate the EWS accuracy?

EWS is there for the sensitive persons in the organisation. The attrition survey given above would definitely give clues on the trend and identify potential jumpers from the organisation.
More than all these is the organisational culture and leadership, are they helping retention or not? People leave, not for money or small comforts but because of a bad boss. In the organisation are there people in leadership positions caring for their employees. (Remember the incident, the legendary JRD Tata waiting for the young executive Sudha Murty till her husband came to pick her). People at the highest level need to keep their eyes and ears open, be sensitive to the people around, care for the people, in short.