Dear Friends, kindly suggest me, how can i reduce attrition. For the past 2 months many of my employees has resigned. We are paying good package, giving growth and atmosphere also. regards rajesh
From India, New Delhi
From India, New Delhi
hi rajesh,
there has been many articles and stuffs put across this community over many a times. u can search writing the key word like "retention" or "reduction in Attrition rate" over here and get ample information.
Apart from this, u go on this cite www.bpoindia.org there u can find many white papers written over this issue.
friend, there is no proper solution of high attrition rate in ceratin sectors, but by effective career planning, better employement engagement activity, having an open and transparent culture, fun@work initiatives, using reward and recognition methods and proper compensation structure (as per industry norms), we can check this.
if the attrion is solicitated, then there is no problem, but we shd be cautious for unsoliciatetd drop outs...............
what say people............????/ 8)
suryakant
From India, Bangalore
1there has been many articles and stuffs put across this community over many a times. u can search writing the key word like "retention" or "reduction in Attrition rate" over here and get ample information.
Apart from this, u go on this cite www.bpoindia.org there u can find many white papers written over this issue.
friend, there is no proper solution of high attrition rate in ceratin sectors, but by effective career planning, better employement engagement activity, having an open and transparent culture, fun@work initiatives, using reward and recognition methods and proper compensation structure (as per industry norms), we can check this.
if the attrion is solicitated, then there is no problem, but we shd be cautious for unsoliciatetd drop outs...............
what say people............????/ 8)
suryakant
From India, Bangalore
Hi Rajesh..
I agree with Surya about the attrition. Basically our HR's job is to always keep in touch with employees and finding out the loop-holes they are facing, problems occuring, who is trying for a new opportunity, are they satisfied and so on...
This makes easier for the management to project the attrition rate and if somebody is trying to leave , then we can talk on the basis of what we can provide and what he needs.
Vijaykanth
From India, Hyderabad
I agree with Surya about the attrition. Basically our HR's job is to always keep in touch with employees and finding out the loop-holes they are facing, problems occuring, who is trying for a new opportunity, are they satisfied and so on...
This makes easier for the management to project the attrition rate and if somebody is trying to leave , then we can talk on the basis of what we can provide and what he needs.
Vijaykanth
From India, Hyderabad
Hi Rajesh,
I think, what you need to do is a proper attrition analysis in terms of reasons, experience levels, companies joined, tenure with your company for the folks who left in past few months. This will give you information on which areas you need to improve.
Secondly you can also look at conducting Internal surveys to check employee satisfaction.
Here i am not giving you any solution to reduce attrition directly, but the reasons why attrition is happening to improve on any areas inferred from the analysis.
Regards,
Suvarna
From India, Bangalore
I think, what you need to do is a proper attrition analysis in terms of reasons, experience levels, companies joined, tenure with your company for the folks who left in past few months. This will give you information on which areas you need to improve.
Secondly you can also look at conducting Internal surveys to check employee satisfaction.
Here i am not giving you any solution to reduce attrition directly, but the reasons why attrition is happening to improve on any areas inferred from the analysis.
Regards,
Suvarna
From India, Bangalore
Dear Rajesh,
I agree with all the comments given to your query.
You can do a complete analysis to arrive at what is the reason behind people leaving your company. As a HR person we can say that we are providing good package and atmosphere. Try to understand what employees expects rather than having an assumption that we are providing the right things.
Try to do the exit interview with the key resources when they leave the organisation. Put in your effort to find out the factors that forces them to leave the organization.
Don't stop with this. Have a frequent rappo with your existing employees so that you can study what is there mindset, What forces drives them etc. Based on these information you can work on your furture appraisal, reward, career planning and incentive system.
Hope this will be of use to you.
Regards,
Kalpana M
From India
I agree with all the comments given to your query.
You can do a complete analysis to arrive at what is the reason behind people leaving your company. As a HR person we can say that we are providing good package and atmosphere. Try to understand what employees expects rather than having an assumption that we are providing the right things.
Try to do the exit interview with the key resources when they leave the organisation. Put in your effort to find out the factors that forces them to leave the organization.
Don't stop with this. Have a frequent rappo with your existing employees so that you can study what is there mindset, What forces drives them etc. Based on these information you can work on your furture appraisal, reward, career planning and incentive system.
Hope this will be of use to you.
Regards,
Kalpana M
From India
Hi Rajesh,
I really wish combatting attrition was as simple as we all feel. In fact its one of the most difficult jobs to perform.
The HR tries to create a "good environment". But can it actually do so when the immediate superior is a grumpy/negative/eccentric person? Most employees cite better prospects/growth for leaving a job. In my opinion it is the immediate superior or maybe two up superior to whom the employee may have to report on certain issues, who actually cause attrition. Of course there are other factors like delay in salaries, peer group pressure, an employee out-growing the company in terms of job performance and opportunity, pressure from home etc. Exit interviews help a lot. My exit interviews go on for about 45 mins to an hour. In some cases the interview lasted well over an hour and boy! what feedback we got. I never insist on names but focus on aspects that upset the employee who is leaving. In one case the exit interview lasted about two hours, and immediately after that we seized some files from the sales dept and found rampant corruption.
The HR guys have to build trust with the employees. Never commit what you cannot honour. It is better to say "I'll try" where you are doubtful and actually try rather than commit and then cut a sorry figure.
I don't know if you can follow an open door policy, but try it. It works wonders.
Have you analysed the reasons for attrition. Do that and post it to the management as facts and do not add any spices to your findings.
These are some aspects that come to my mind off-hand.
Hope it benefits you in some way.
All the very best.
regards
Ajay
From India, New Delhi
I really wish combatting attrition was as simple as we all feel. In fact its one of the most difficult jobs to perform.
The HR tries to create a "good environment". But can it actually do so when the immediate superior is a grumpy/negative/eccentric person? Most employees cite better prospects/growth for leaving a job. In my opinion it is the immediate superior or maybe two up superior to whom the employee may have to report on certain issues, who actually cause attrition. Of course there are other factors like delay in salaries, peer group pressure, an employee out-growing the company in terms of job performance and opportunity, pressure from home etc. Exit interviews help a lot. My exit interviews go on for about 45 mins to an hour. In some cases the interview lasted well over an hour and boy! what feedback we got. I never insist on names but focus on aspects that upset the employee who is leaving. In one case the exit interview lasted about two hours, and immediately after that we seized some files from the sales dept and found rampant corruption.
The HR guys have to build trust with the employees. Never commit what you cannot honour. It is better to say "I'll try" where you are doubtful and actually try rather than commit and then cut a sorry figure.
I don't know if you can follow an open door policy, but try it. It works wonders.
Have you analysed the reasons for attrition. Do that and post it to the management as facts and do not add any spices to your findings.
These are some aspects that come to my mind off-hand.
Hope it benefits you in some way.
All the very best.
regards
Ajay
From India, New Delhi
Hi Rajesh,
I don't know how big your organization is and how many employees left the company. However, I think if the exit interviews are implemented effectively, we can find the reason of attrition.
Also, find the companies where the x-employee of your orgnization are working. Then conduct a survey including those companies. It is important to benchmark with these companies as they are the one attracting employees from your company. This can give you good inputs on the attrition with respect to company policy, salary etc.
Regards,
Shashank
From India
I don't know how big your organization is and how many employees left the company. However, I think if the exit interviews are implemented effectively, we can find the reason of attrition.
Also, find the companies where the x-employee of your orgnization are working. Then conduct a survey including those companies. It is important to benchmark with these companies as they are the one attracting employees from your company. This can give you good inputs on the attrition with respect to company policy, salary etc.
Regards,
Shashank
From India
Hi
My experience says that Employee never leaves the organisation they actually leaves theire bosses. I think to avoid the attrition rate we should first work upon the employees expectations. And as rajesh said that his organisation is giving good salary, incentive etc.. then I think the problem is between the line manager and the employee. For that you have to arrange the meeting with the line managers and convince them to follow certain guidelines. I think these guidelines will definelty help you. Attached is the file for all those who want to know how to decrease the attrition rate....
Rgds.
Deepti
From India, New Delhi
My experience says that Employee never leaves the organisation they actually leaves theire bosses. I think to avoid the attrition rate we should first work upon the employees expectations. And as rajesh said that his organisation is giving good salary, incentive etc.. then I think the problem is between the line manager and the employee. For that you have to arrange the meeting with the line managers and convince them to follow certain guidelines. I think these guidelines will definelty help you. Attached is the file for all those who want to know how to decrease the attrition rate....
Rgds.
Deepti
From India, New Delhi
Hi Benrajesh,
In my opinion inorder to control the attrition you alone cannot do any miracles and you need to have the full support from the top management as there can be chance to go for a survey among the employees in the organization and in that survey if you found that the work pressure is more, what are you going to do? first, you need to identify the loop-wholes within the oragnization and also you are supposed to know to what your employees are attracted by the other employers and you need to work on this with the complete support from the management.
Regards,
GOwtam
From India, Hyderabad
In my opinion inorder to control the attrition you alone cannot do any miracles and you need to have the full support from the top management as there can be chance to go for a survey among the employees in the organization and in that survey if you found that the work pressure is more, what are you going to do? first, you need to identify the loop-wholes within the oragnization and also you are supposed to know to what your employees are attracted by the other employers and you need to work on this with the complete support from the management.
Regards,
GOwtam
From India, Hyderabad
Rajesh,
Put on your “Employee” cap and think, why would you want to quit?
No one works for a Brand name (It’s a nice Candy while hiring) but for and with the people he/she is working with, So Start working on your Middle Management. Or with all the Possible People who would be Someone’s “Boss”
Start Hiring the Right person for the Right Job, Ex: You hire A CISCO certified Networking Professional ask him to Code on Jawa, Not that he can’t but if he/she “Wants” to get into networking he/She will do that if not with your Org May be with some one else, What if Could really Understand what he wanted and what his profile is best suited for not Just on What your “Need” of the Hour is.
Understand, People do not leave Places they leave People behind; creating a culture which at no level promotes any kind of Negativity, Differentiation or Monarchy or the Employees feel Not-Cared For, Or Made to Feel like School Kids.
Its Not the Big Comforts Like the Hefty Pay Package and Good Perks that would keep an employee glued, But also little comforts like….If your employee is made feel Trusted, Respected and Treated like a matured adult and not like School Children Let me Give you an example, We had a situation where one of the cab Drivers got into an argument with an of the employee and the employee allegedly “Slapped” the Driver and the Driver Retaliated; Without asking any more questions we Decided to Discontinue the Services of the vendor and the employee was NOT Questioned for about 3 days, Upon Learning that the Vendor no longer catered to us, The employee walked up and all by himself Narrated the whole incident and we figured out that it really was the drivers fault as he had misbehaved with the female staff, But we had earned what we really wanted; Trust and Respect of the employee as we knew Had we asked a Question at that time the employee would react by Defending himself and this would Immediately hamper his Performance and also leave him with a Sour taste in his mouth which would in the Future make him “Look Out”
Like the saying goes, “A Stitch at a time Saves 9” the New Era one Goes “A Stitch at THE RIGHT time Saves 9 and a Stitch at the Right Place Saves a 100”
Considering all I that said above sounds like attaining Nirvana???
For immediate Fire Fighting Solution Try Attrition and Buffer Management.
Attrition Happens, we no matter how Hard you try it still dose Happen!
Hypothetical Situation: Considering your average attrition figure is 7% Continue hiring if a Certain Project, Process requires 100 FTE’s Keeping 100 Seats occupied is a tough task although 10% Buffers is what is usually required Consider hiring Fresher and Training them so that they can be Molded better and in case some one quits you always have a whole lot of People to replace them.
Although the Fresher would Lack experience and the Expertise but a Proper Guide and Mentor could Mould them Soon enough, Even if they were put in a New Project.
From India, New Delhi
Put on your “Employee” cap and think, why would you want to quit?
No one works for a Brand name (It’s a nice Candy while hiring) but for and with the people he/she is working with, So Start working on your Middle Management. Or with all the Possible People who would be Someone’s “Boss”
Start Hiring the Right person for the Right Job, Ex: You hire A CISCO certified Networking Professional ask him to Code on Jawa, Not that he can’t but if he/she “Wants” to get into networking he/She will do that if not with your Org May be with some one else, What if Could really Understand what he wanted and what his profile is best suited for not Just on What your “Need” of the Hour is.
Understand, People do not leave Places they leave People behind; creating a culture which at no level promotes any kind of Negativity, Differentiation or Monarchy or the Employees feel Not-Cared For, Or Made to Feel like School Kids.
Its Not the Big Comforts Like the Hefty Pay Package and Good Perks that would keep an employee glued, But also little comforts like….If your employee is made feel Trusted, Respected and Treated like a matured adult and not like School Children Let me Give you an example, We had a situation where one of the cab Drivers got into an argument with an of the employee and the employee allegedly “Slapped” the Driver and the Driver Retaliated; Without asking any more questions we Decided to Discontinue the Services of the vendor and the employee was NOT Questioned for about 3 days, Upon Learning that the Vendor no longer catered to us, The employee walked up and all by himself Narrated the whole incident and we figured out that it really was the drivers fault as he had misbehaved with the female staff, But we had earned what we really wanted; Trust and Respect of the employee as we knew Had we asked a Question at that time the employee would react by Defending himself and this would Immediately hamper his Performance and also leave him with a Sour taste in his mouth which would in the Future make him “Look Out”
Like the saying goes, “A Stitch at a time Saves 9” the New Era one Goes “A Stitch at THE RIGHT time Saves 9 and a Stitch at the Right Place Saves a 100”
Considering all I that said above sounds like attaining Nirvana???
For immediate Fire Fighting Solution Try Attrition and Buffer Management.
Attrition Happens, we no matter how Hard you try it still dose Happen!
Hypothetical Situation: Considering your average attrition figure is 7% Continue hiring if a Certain Project, Process requires 100 FTE’s Keeping 100 Seats occupied is a tough task although 10% Buffers is what is usually required Consider hiring Fresher and Training them so that they can be Molded better and in case some one quits you always have a whole lot of People to replace them.
Although the Fresher would Lack experience and the Expertise but a Proper Guide and Mentor could Mould them Soon enough, Even if they were put in a New Project.
From India, New Delhi
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