Struggling with Team Attrition? Seeking Tools to Pinpoint the Real Causes

Hello Everyone,

In the last few months, I have noticed quite a few instances of attrition in my team. Although we have been implementing various strategies in addition to the routine tasks to keep our team members motivated, the outcomes have not been positive.

Could anyone suggest or help me with a tracker or tool that could assist in identifying the reasons behind the attrition? This way, we can focus our efforts on addressing those specific issues rather than trying to tackle everything at once.

I look forward to your valuable suggestions.

Regards,
Gurpreet

Hello Gurpreet,

What's your industry/sector? The reasons for attrition vary from industry to industry. Also, please give more details like:

1] In which level are you finding higher attrition?

2] Can you elaborate "we have been doing different things along with the routine job to keep our people motivated..."?

3] Has any analysis/effort been done so far to figure out the reason(s)?

And please note that attrition is the end result of faulty/inadequate processes rather than a one-off or multiple situations that can be handled via any tool. At best, you get closer to the reasons, but not the solutions. Keeping a watch over attrition is a continuous affair for sure. Attrition is also quite often attributable to the company culture... or the lack of it.

Regards,
TS

Thank you for the prompt reply! I will try to answer your questions with some details. I'm from the BPO/KPO industry. Attrited individuals are either at the team member or team developer levels. Currently, efforts such as engagement activities, fun activities, soft skills training, and cross-functional training are being undertaken to keep individuals motivated and engaged. Slow growth, work pressure, and skill mapping could be potential reasons for high attrition. As I am not the decision-maker, I am trying to find a tool or tracker that will help me plot the competencies with these reasons in mind to identify the main problem (similar to a Pareto analysis) and address those first for a quick fix. Additionally, we can continue working on other factors to improve the situation. I hope this approach works!

Regards

Dear Gurpreet,

You may try the fishbone theory to identify the problems and find a suitable countermeasure. Below is the link that will be very useful: [Fishbone Diagram (Ishikawa) - Cause & Effect Diagram | ASQ](http://asq.org/learn-about-quality/cause-analysis-tools/overview/fishbone.html)

Thank you.

Hi,

Firstly, conduct an exit interview if possible. You can also conduct a climate survey once a year to gauge the pulse of the people. This will definitely provide you with valuable insights so that you can take appropriate actions accordingly.

Exit Interviews as a Tool for Understanding Attrition

It appears that the exit interview, as a tool, has not been tracked and analyzed for reasons of exit. Please make this mandatory for your level of people to the Head of your organization and institutionalize this as a system of exit interviews with the aim of creating widespread awareness that reasons identified from departing employees are more accurate symptoms. The second step is to prioritize and act promptly. A climate survey will not provide a practical solution at this point.

Best regards,

Regards