Dear all,
In my view, a high attrition rate is very detrimental. An attrition rate below 15% is considered acceptable, while anything higher than that can be harmful to the company. By bringing in new employees, the organization can benefit from fresh ideas and innovations, thereby enabling organizational growth.
Regards,
S.N. Rahaman
BASIX
From India, Hyderabad
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In my view, a high attrition rate is very detrimental. An attrition rate below 15% is considered acceptable, while anything higher than that can be harmful to the company. By bringing in new employees, the organization can benefit from fresh ideas and innovations, thereby enabling organizational growth.
Regards,
S.N. Rahaman
BASIX
From India, Hyderabad
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Hi,
I believe it is beneficial for any organization to maintain a "healthy attrition" percentage. Successful companies often implement a policy of forced attrition, where they request the bottom 5% or 10% of underperforming employees to leave the company. Some reputable companies adopt this policy to differentiate performers, bring in fresh perspectives, and signal to employees that the company values high performers.
However, I do concur that involuntary resignations leading to attrition should be kept to a minimum for an organization to thrive.
SM
From India, Hyderabad
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I believe it is beneficial for any organization to maintain a "healthy attrition" percentage. Successful companies often implement a policy of forced attrition, where they request the bottom 5% or 10% of underperforming employees to leave the company. Some reputable companies adopt this policy to differentiate performers, bring in fresh perspectives, and signal to employees that the company values high performers.
However, I do concur that involuntary resignations leading to attrition should be kept to a minimum for an organization to thrive.
SM
From India, Hyderabad
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Hello SM:
I think it is better for any organization to have a "healthy attrition" percentage.
Well-managed employers must lose some of their best employees because the best employees need a chance to advance in their careers, and most such employers do not have enough positions available for all their good employees.
Successful companies have the policy of forced attrition, i.e., they ask the bottom 5% or 10% of the employees who are not performing to leave the company.
Why are these employees not performing?
I know of some great companies who adapt this policy to differentiate performers, infuse fresh blood with a different perspective, and also communicate to the employees that the company takes care of the performers.
It seems to me when employers fire the bottom 5 to 10% per year, they are admitting that they do not know how to screen out bad hires.
But I do agree that involuntary resignations (attritions) have to be very minimal for any organization to succeed.
I agree, and the secret to reducing attrition is improving the selection process.
Bob Gately
email: bobgately@verizon.net
From United States, Chelsea
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45I think it is better for any organization to have a "healthy attrition" percentage.
Well-managed employers must lose some of their best employees because the best employees need a chance to advance in their careers, and most such employers do not have enough positions available for all their good employees.
Successful companies have the policy of forced attrition, i.e., they ask the bottom 5% or 10% of the employees who are not performing to leave the company.
Why are these employees not performing?
I know of some great companies who adapt this policy to differentiate performers, infuse fresh blood with a different perspective, and also communicate to the employees that the company takes care of the performers.
It seems to me when employers fire the bottom 5 to 10% per year, they are admitting that they do not know how to screen out bad hires.
But I do agree that involuntary resignations (attritions) have to be very minimal for any organization to succeed.
I agree, and the secret to reducing attrition is improving the selection process.
Bob Gately
email: bobgately@verizon.net
From United States, Chelsea
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Employee-retent ion-plan_1__185 .pdf
Effective employee retention strategies-BPO. doc