In any organization, attrition plays an important role. If it is beyond the normal limit, the normal working of an organization gets hampered. What are the reasons for attrition and how to keep it within normal limits? What is the normal rate of attrition?
From India, Thane
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2From India, Thane
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Hello Nikhil,
Attrition analysis is the best way to identify the root cause for attrition and can create steps to reduce the attrition rate. Based on the industry (IT, Manufacturing, ITES, and so on), the attrition rate varies. Search for attrition trends by industry or sector to understand the market level.
The reason can be known by looking at your own company's attrition data. In the IT industry, the termination process tracks the reasons for employees leaving and uses this to devise strategies to attract and retain talent. The reasons could be any of the below:
- Compensation (not better compensation as per market standard)
- Work environment (not a suitable place to work)
- No Growth (no career growth)
- Personal (health, family, or any reasons)
- Work-life balance (not balanced workload)
- Leaders/superiors (if leadership is not transparent and ineffective)
- Better prospects
The categories may vary depending on the industry. My suggestion is to please understand completely the HR processes from recruitment to termination so that you can identify where the issue happens. Sometimes it also happens because of poor recruitment. Thus, each and every aspect of the HR function has to be analyzed deeply to identify and fix this issue.
Regards,
Thiyagu
From India, Bengaluru
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Attrition analysis is the best way to identify the root cause for attrition and can create steps to reduce the attrition rate. Based on the industry (IT, Manufacturing, ITES, and so on), the attrition rate varies. Search for attrition trends by industry or sector to understand the market level.
The reason can be known by looking at your own company's attrition data. In the IT industry, the termination process tracks the reasons for employees leaving and uses this to devise strategies to attract and retain talent. The reasons could be any of the below:
- Compensation (not better compensation as per market standard)
- Work environment (not a suitable place to work)
- No Growth (no career growth)
- Personal (health, family, or any reasons)
- Work-life balance (not balanced workload)
- Leaders/superiors (if leadership is not transparent and ineffective)
- Better prospects
The categories may vary depending on the industry. My suggestion is to please understand completely the HR processes from recruitment to termination so that you can identify where the issue happens. Sometimes it also happens because of poor recruitment. Thus, each and every aspect of the HR function has to be analyzed deeply to identify and fix this issue.
Regards,
Thiyagu
From India, Bengaluru
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