Struggling with High Employee Turnover? How Do You Manage Attrition in Your Company?

Can anyone help me out with how to control the attrition rate in a company?

Thanks,
Geetha

Hi! No one can avoid the attrition rate completely in the company. We can take measures to reduce the rate. Proper measures like facilitating the employees with all the needs required by them in doing their work effectively, maintaining good employee relations, providing a good working environment, resolving their issues, involving them in Total Quality Management initiatives, and recognizing their importance, etc. Some people look for a change in the company for monetary benefits, in big companies; they face problems with the boss, company, colleagues, work timings, etc. An HR professional should try to sort out all these issues and strive to maintain good and cordial relations with the employees for the common goal of the company's growth.

Have a nice day.

rAMu

Hello Geetha:

Can anyone help me out with how to control the attrition rate in a company?

Yes, hire for talent. We all have talent, but we don't always have the talent demanded by the job we have. How many employees? How many new hires over the last 12 months? First, we need to define talent. Second, we need to measure talent. Third, we need to hire competent applicants with adequate or better talent. In other words, we need to rephrase the question to "Can anyone show me how to hire successful, long-term employees?" We call it hiring for talent, and the secret is to know how to measure talent. If we can't measure talent, we can't hire for talent.

Bob Gately
gately@csi.com

In my opinion, an employee will not leave any organization he/she joins if he/she is personally attached. This "Personal Touch" may be the theme for working.

Secondly, it is not always the case that a talented/competent person will not leave a job soon. It mostly depends on the work culture/environment. Perfect leadership can reduce, to some extent, the attrition rate by motivating employees and generating a "responsible" feeling in them. Blame game, politics, favoritism, and wrong practices are a few common problems that lead to an increasing attrition rate.

I just remember the song by John Lennon, "Imagine," which makes me think that the organization shall be like a family.

Last but not least, many people change jobs easily; they are job hoppers but not opportunity seekers. Perhaps they will get a good salary and other benefits, but they will really lose out on learning ethics and loyalty.

Hi,

In my opinion, if we focus on a few key areas, we can reduce the attrition rate:

1. Improving the job environment.
2. Keeping job satisfaction high through methods such as job rotation and job enrichment.
3. Providing growth opportunities.
4. Offering competitive compensation.

Thank you.