Understanding Attrition and Its Challenges
Learned members have provided you with valuable material to guide your approach to the issue. However, it is not known which sector your industry belongs to and what kind of employees are leaving. Is it only the valued employees who are leaving, or is it anybody or everybody? This information may help you embark upon more specific initiatives to tackle the problem of attrition, as there is no one-size-fits-all solution to the problem. You need to study the causes of attrition in your company, either through exit interviews, stay-in interviews, surveys on employees' happiness, etc., and design a custom-made solution to your problem.
Addressing Anguish and Market Realities
I have a different objective in responding to your query. You seem to be anguished, agonized, and annoyed at employees leaving so frequently and that too without notice. Your anguish, agony, and anger are not without reason, as it costs you (your company) in terms of money, time, energy, and not to mention disruptions in work. It is quite a challenge. My attempt is to mitigate this anxiety by bringing you in touch with market realities in employment, job trends, and some suggestions that I consider may be of help.
You need to understand that you are not alone in the market struggling painfully to retain employees, especially the valued ones. You have plenty of company for solace. Attrition is afflicting industries across sectors, with some industries more afflicted than others. It is like a common cold sparing no one. The reasons for this are not difficult to speculate. One reason is that the traditional concept of job security associated with 'one job for a lifetime,' which was so cherished by the older generations, has become obsolete. The new generation sees job security in the new-found concept of 'job hopping.' This shift is due to more job opportunities being open to people, with business expansion aided by globalization and technological advancements, as well as the startup trend gripping young entrepreneurs. Additionally, the younger generation is always seeking opportunities for quick learning and fast growth, believing that, at least in matters of employment, a rolling stone gathers a lot of mass. Therefore, attrition is a reality staring employers in the face, and they must accept it to deal with it.
Proactive Measures Against Attrition
If it is the rainy season, it rains. That is an inevitable consequence of nature. You cannot stop it from raining because you do not want to get wet. At the same time, you cannot remain indoors for days on end to avoid the rain. What you can do is either carry an umbrella or wear a raincoat to avoid getting wet so that you can attend to your duties, even when it is raining. Similarly, there is no point in being in agony and anguish over the issue. You need to be proactive and initiate the required action to deal with it.
Firstly, find out the causes of attrition and design suitable policies and solutions to handle it.
Secondly, you can frame succession planning by designing skill development and training programs for existing employees so that they can fill the need for any position for which you would otherwise hire from outside.
Thirdly, try to see the positive side of attrition, as it often brings in new blood and new ideas.
Fourthly, many employees leave the company without notice due to the fear that the company may create hurdles in their relieving process or that the new company may not wait for them to complete the notice period. Therefore, design a severance policy with a notice period and ensure all employees are aware of it. Impress upon new hires, either during one-on-one sessions or common sessions during their onboarding process, explaining the severance policy, the costs incurred by the company in hiring them, and their reciprocal obligation to honor their commitment to the company. If an employee must leave for an inevitable reason, the company respects their right to their career but they must give proper notice.
Fifthly, maintain a policy on disciplinary rules that address unauthorized absenteeism with procedures and penalties. Make new hires aware of this policy and explain that anyone who stops attending the office without prior notice may face disciplinary action. Though disciplinary action may not bring back an employee who has already left, it may deter existing employees from leaving without notice.
I hope this helps.
Regards,
B. Saikumar
HR & Labour Law Advisor