Dear Tarash, Please find the attached document which is helps us in predicting the attrition rate and we can work work to arrest it at right time.
From India, Hyderabad
From India, Hyderabad
Dear Mamta Kumari,
The early warning tracker shared by a member has limited utility.
Predicting the exit of the employee is a part of the study of HR Analytics. However, to use the tools of HR Analytics, MS Excel is not sufficient. One needs to have advanced software like SPSS.
Thanks,
Dinesh Divekar
From India, Bangalore
The early warning tracker shared by a member has limited utility.
Predicting the exit of the employee is a part of the study of HR Analytics. However, to use the tools of HR Analytics, MS Excel is not sufficient. One needs to have advanced software like SPSS.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you, sir.
1) Can the EWS (Early Warning Signal) survey be conducted monthly?
2) Can I say this is the same process as our monthly performance review, where we can determine the performance level based on the defined parameters of the employee in terms of good/average/bad?
3) Or is it something where we need to retain the highly productive employees and, with the help of identified triggers, map out that "X could leave the job due to this trigger"?
From India, Mumbai
1) Can the EWS (Early Warning Signal) survey be conducted monthly?
2) Can I say this is the same process as our monthly performance review, where we can determine the performance level based on the defined parameters of the employee in terms of good/average/bad?
3) Or is it something where we need to retain the highly productive employees and, with the help of identified triggers, map out that "X could leave the job due to this trigger"?
From India, Mumbai
Dear Ms. Mamta Kumari,
The replies to your questions are as below:
1) EWS (Early warning signal) survey can be done monthly?
Reply: - Survey to be done on what parameters? Any survey, whether to EWSs or otherwise, if done month after month, then will it not bore the employees?
2) Can I say this is the same process that we do as a monthly performance review where we can find out the performance level based on the defined parameters of the employee in terms of good/average/bad?
Reply: - The purpose of the performance review is to measure the quantum of work done by the employee. If the employee's performance is not satisfactory for several performance cycles, then it could lead to the employee's termination of the services. However, before termination, the employee is placed under a Performance Improvement Plan (PIP). Those who are under PIP automatically provide warning signals for their probable separation from the company.
3) Or is it something where we have to retain the good productive employees and with the help of identified triggers we can map that "X can leave the job due to this trigger"?
Reply: - To retain productive employees, you need to have a separate Career Development Plan (CDP) for the star performers. In fact, you need to have a CDP for all the employees. If the career path is clear, then the chances of employees quitting the company can be minimized.
Additional Comments: - India's economy is growing and so is the career ambition of the talented employees as well. What matters is whether the employee has the zeal to grow or not. For those who have fire in their belly to grow, retaining them is difficult. Therefore, employee attrition to which you query insinuates is fait accompli. However, HR professionals should always strive to minimize employee attrition. Nevertheless, the causes of attrition are embedded in the organization's culture. If the culture is not supportive, your efforts to retain the employees are bound to suffer a setback!
The issue of predicting employee separation is complex. However, if you wish to discuss it with me, then feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
The replies to your questions are as below:
1) EWS (Early warning signal) survey can be done monthly?
Reply: - Survey to be done on what parameters? Any survey, whether to EWSs or otherwise, if done month after month, then will it not bore the employees?
2) Can I say this is the same process that we do as a monthly performance review where we can find out the performance level based on the defined parameters of the employee in terms of good/average/bad?
Reply: - The purpose of the performance review is to measure the quantum of work done by the employee. If the employee's performance is not satisfactory for several performance cycles, then it could lead to the employee's termination of the services. However, before termination, the employee is placed under a Performance Improvement Plan (PIP). Those who are under PIP automatically provide warning signals for their probable separation from the company.
3) Or is it something where we have to retain the good productive employees and with the help of identified triggers we can map that "X can leave the job due to this trigger"?
Reply: - To retain productive employees, you need to have a separate Career Development Plan (CDP) for the star performers. In fact, you need to have a CDP for all the employees. If the career path is clear, then the chances of employees quitting the company can be minimized.
Additional Comments: - India's economy is growing and so is the career ambition of the talented employees as well. What matters is whether the employee has the zeal to grow or not. For those who have fire in their belly to grow, retaining them is difficult. Therefore, employee attrition to which you query insinuates is fait accompli. However, HR professionals should always strive to minimize employee attrition. Nevertheless, the causes of attrition are embedded in the organization's culture. If the culture is not supportive, your efforts to retain the employees are bound to suffer a setback!
The issue of predicting employee separation is complex. However, if you wish to discuss it with me, then feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you, sir, for your time and clarifications.
For EWS, HR/Dept Head needs to identify triggers among the team/team members, notice them, and score them accordingly (Auto-change - Red, Amber, Green colour).
It is also a hard fact that a few of the management consider only those parameters directly related to business growth and employees' performance, being less people-centric.
There are a few employees who are not happy with the existing compensation or reporting manager's behavior, which could be a major reason for leaving the organization.
Please help me identify the triggers.
From India, Mumbai
For EWS, HR/Dept Head needs to identify triggers among the team/team members, notice them, and score them accordingly (Auto-change - Red, Amber, Green colour).
It is also a hard fact that a few of the management consider only those parameters directly related to business growth and employees' performance, being less people-centric.
There are a few employees who are not happy with the existing compensation or reporting manager's behavior, which could be a major reason for leaving the organization.
Please help me identify the triggers.
From India, Mumbai
EWS is there for the sensitive persons in the organization. The attrition survey given above would definitely provide clues on the trend and identify potential employees intending to leave the organization.
More than all these factors is the organizational culture and leadership. Are they contributing to retention or not? People do not leave solely for monetary reasons or small comforts but often because of a bad boss. In the organization, are there individuals in leadership roles who genuinely care for their employees? (Remember the incident of the legendary JRD Tata waiting for the young executive Sudha Murty until her husband arrived to pick her up.) People at the highest levels need to keep their eyes and ears open, be sensitive to those around them, and demonstrate care for individuals, in short.
From India, Mumbai
More than all these factors is the organizational culture and leadership. Are they contributing to retention or not? People do not leave solely for monetary reasons or small comforts but often because of a bad boss. In the organization, are there individuals in leadership roles who genuinely care for their employees? (Remember the incident of the legendary JRD Tata waiting for the young executive Sudha Murty until her husband arrived to pick her up.) People at the highest levels need to keep their eyes and ears open, be sensitive to those around them, and demonstrate care for individuals, in short.
From India, Mumbai
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