Give some suggestions to control High Attrition rate in Software Industry..
From India, Bangalore
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From India, Bangalore
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It is not possible to control despite so many prescriptions in the popular press. Honestly, when somebody wants to leave, despite a good pay package, despite many benefits planned, despite the good mission and vision of the company, despite being fair and good in treating, they will still leave. I am not skeptical but realistic. You can, to some extent, manage, anticipate with your information skills, and ensure some stability in the staff.
By the way, what mechanism do we have to stop people when there are plenty of opportunities suitable to the needs of the people. One way to some extent controlling is possible; companies have to network and prevent.
Dr. Chandra Sekhar SF
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1By the way, what mechanism do we have to stop people when there are plenty of opportunities suitable to the needs of the people. One way to some extent controlling is possible; companies have to network and prevent.
Dr. Chandra Sekhar SF
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Hi,
It is difficult to control the attrition rate because this depends on many factors. If one employee gets a job elsewhere with high pay, the present employer will not agree to this. There is a "mindset" that will be prevailing against each employee by the management, and they will not budge, and blue-eyed boys alone will be rewarded. Not all will have the red-carpet treatment. Hence, people need to quit. Some are always considered for US and UK travel, while others are neglected and not considered. Thus, the employee feels frustrated and leaves.
The management should be open and promote an open culture in letter and spirit. It is not just the HR department, but they should practice it in day-to-day operations and ensure that the cause of attrition is addressed.
Companies don't care, and they always want to have their say in any aspect without considering the employees' views, and this definitely increases attrition. Senior management should bring in HR professionals who are seasoned and not just with a mere MBA degree. People should understand the perceptions of employees in-depth before decision-making. This onus is definitely on the senior management, and unless the CEO brings in a proper HR person, this problem is like a virus and bound to continue and spread.
A reminder to the CEO to have a good HR team and a pragmatic approach.
Regards,
Venkat
From India, Madras
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It is difficult to control the attrition rate because this depends on many factors. If one employee gets a job elsewhere with high pay, the present employer will not agree to this. There is a "mindset" that will be prevailing against each employee by the management, and they will not budge, and blue-eyed boys alone will be rewarded. Not all will have the red-carpet treatment. Hence, people need to quit. Some are always considered for US and UK travel, while others are neglected and not considered. Thus, the employee feels frustrated and leaves.
The management should be open and promote an open culture in letter and spirit. It is not just the HR department, but they should practice it in day-to-day operations and ensure that the cause of attrition is addressed.
Companies don't care, and they always want to have their say in any aspect without considering the employees' views, and this definitely increases attrition. Senior management should bring in HR professionals who are seasoned and not just with a mere MBA degree. People should understand the perceptions of employees in-depth before decision-making. This onus is definitely on the senior management, and unless the CEO brings in a proper HR person, this problem is like a virus and bound to continue and spread.
A reminder to the CEO to have a good HR team and a pragmatic approach.
Regards,
Venkat
From India, Madras
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Attrition-rate. xls
Effective employee retention strategies-BPO. doc