Hi Can anyone give us some nice tips to cut down on the attrition level, something which can be utilized in our organization on a day to day basis... Thanks Cheers Dalia
From India, Hyderabad
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From India, Hyderabad
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Please analyse the same with the outgoing members during the exit interview, find out the reason for attrition and try to rectify the drawbacks.
From India, Kumbakonam
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1189From India, Kumbakonam
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1. Make a habit of talking to employees in a formal as well as informal way to understand them and collect required information.
2. Collect formal feedback from the person leaving the job.
Based on all this information, draw conclusions and create actionable steps to address it. As per company policy, prioritize actions.
It may seem more theoretical but is a very effective and practical method.
R.D. Patel
From India
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2. Collect formal feedback from the person leaving the job.
Based on all this information, draw conclusions and create actionable steps to address it. As per company policy, prioritize actions.
It may seem more theoretical but is a very effective and practical method.
R.D. Patel
From India
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Hi Dalia,
Has your attrition rate increased? If you have a multi-location-based organization, then compare the attrition rates location-wise and over a period of time. Conduct a satisfaction survey.
Have you identified the grade of employees that have high attrition? You can target that grade specifically too.
Do an engagement survey. You will know whether the employees are actively engaged or disengaged, and you will also know the problem areas.
Introduce a mentoring system for fresh joiners, where seniors with suitable critical attributes are chosen as mentors.
Have a suggestion box set up and try to develop an environment where employees can drop in suggestions or complaints without fear.
Have informal gatherings once in a while.
Have a grievance redressal procedure established and educate the employees about it.
Have an effective training department so that there is value addition.
Depending on your organization, you can have many such initiatives. But all these work only if your pay scale is competitive. Else, do what may, employees will hop for better scales.
Regards
From India, Visakhapatnam
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Has your attrition rate increased? If you have a multi-location-based organization, then compare the attrition rates location-wise and over a period of time. Conduct a satisfaction survey.
Have you identified the grade of employees that have high attrition? You can target that grade specifically too.
Do an engagement survey. You will know whether the employees are actively engaged or disengaged, and you will also know the problem areas.
Introduce a mentoring system for fresh joiners, where seniors with suitable critical attributes are chosen as mentors.
Have a suggestion box set up and try to develop an environment where employees can drop in suggestions or complaints without fear.
Have informal gatherings once in a while.
Have a grievance redressal procedure established and educate the employees about it.
Have an effective training department so that there is value addition.
Depending on your organization, you can have many such initiatives. But all these work only if your pay scale is competitive. Else, do what may, employees will hop for better scales.
Regards
From India, Visakhapatnam
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Hi everyone,
As part of my internship, I need to collect attrition data for major IT companies for the first quarter of 2011, i.e., from Jan 2011 to Apr 2011. Could someone please suggest a website where I can find this information for major IT companies?
Thanks,
Mariya
From India, Bangalore
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As part of my internship, I need to collect attrition data for major IT companies for the first quarter of 2011, i.e., from Jan 2011 to Apr 2011. Could someone please suggest a website where I can find this information for major IT companies?
Thanks,
Mariya
From India, Bangalore
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