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
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From India, New Delhi
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Hi Rajesh,
There have been many articles and pieces of information shared within this community multiple times. You can search using keywords like "retention" or "reduction in attrition rate" to find ample information.
Additionally, you can visit the website www.bpoindia.org, where you will discover many white papers addressing this issue.
Friend, there is no single solution to the high attrition rates in certain sectors. However, through effective career planning, enhanced employment engagement activities, fostering an open and transparent culture, implementing fun@work initiatives, utilizing reward and recognition methods, and establishing a proper compensation structure in line with industry norms, we can address this challenge.
If attrition is solicited, then there is no problem, but we should be cautious of unsolicited dropouts.
What do people think? 😊
Suryakant
From India, Bangalore
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1There have been many articles and pieces of information shared within this community multiple times. You can search using keywords like "retention" or "reduction in attrition rate" to find ample information.
Additionally, you can visit the website www.bpoindia.org, where you will discover many white papers addressing this issue.
Friend, there is no single solution to the high attrition rates in certain sectors. However, through effective career planning, enhanced employment engagement activities, fostering an open and transparent culture, implementing fun@work initiatives, utilizing reward and recognition methods, and establishing a proper compensation structure in line with industry norms, we can address this challenge.
If attrition is solicited, then there is no problem, but we should be cautious of unsolicited dropouts.
What do people think? 😊
Suryakant
From India, Bangalore
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Hi Rajesh,
I agree with Surya about the attrition. Basically, our HR's job is to always keep in touch with employees and find out the loopholes they are facing, problems occurring, who is trying for a new opportunity, whether they are satisfied, and so on. This makes it easier for the management to project the attrition rate. If somebody is trying to leave, then we can talk based on what we can provide and what he needs.
Vijaykanth
From India, Hyderabad
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I agree with Surya about the attrition. Basically, our HR's job is to always keep in touch with employees and find out the loopholes they are facing, problems occurring, who is trying for a new opportunity, whether they are satisfied, and so on. This makes it easier for the management to project the attrition rate. If somebody is trying to leave, then we can talk based on what we can provide and what he needs.
Vijaykanth
From India, Hyderabad
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Hi Rajesh,
I think what you need to do is conduct a proper attrition analysis in terms of reasons, experience levels, companies joined, and tenure with your company for the folks who left in the past few months. This will provide you with information on the areas that need improvement.
Secondly, you can also consider conducting internal surveys to assess employee satisfaction. Here, I am not directly providing you with solutions to reduce attrition but rather pointing out the reasons why attrition is occurring to help enhance any areas identified from the analysis.
Regards,
Suvarna
From India, Bangalore
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I think what you need to do is conduct a proper attrition analysis in terms of reasons, experience levels, companies joined, and tenure with your company for the folks who left in the past few months. This will provide you with information on the areas that need improvement.
Secondly, you can also consider conducting internal surveys to assess employee satisfaction. Here, I am not directly providing you with solutions to reduce attrition but rather pointing out the reasons why attrition is occurring to help enhance any areas identified from the analysis.
Regards,
Suvarna
From India, Bangalore
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Dear Rajesh,
I agree with all the comments given to your query. You can do a complete analysis to arrive at the reason behind people leaving your company. As an HR person, we can say that we are providing a good package and atmosphere. Try to understand what employees expect rather than assuming that we are providing the right things.
Try to conduct exit interviews with key resources when they leave the organization. Put in your effort to find out the factors that force them to leave the organization. Don't stop with this. Have frequent rapport with your existing employees so that you can study their mindset, what drives them, etc. Based on this information, you can work on your future appraisals, rewards, career planning, and incentive systems.
Hope this will be of use to you.
Regards,
Kalpana M
From India
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I agree with all the comments given to your query. You can do a complete analysis to arrive at the reason behind people leaving your company. As an HR person, we can say that we are providing a good package and atmosphere. Try to understand what employees expect rather than assuming that we are providing the right things.
Try to conduct exit interviews with key resources when they leave the organization. Put in your effort to find out the factors that force them to leave the organization. Don't stop with this. Have frequent rapport with your existing employees so that you can study their mindset, what drives them, etc. Based on this information, you can work on your future appraisals, rewards, career planning, and incentive systems.
Hope this will be of use to you.
Regards,
Kalpana M
From India
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Hi Rajesh,
I really wish combating attrition was as simple as we all feel. In fact, it's 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 levels up to whom the employee may have to report on certain issues, who actually causes attrition. Of course, there are other factors like delays in salaries, peer group pressure, an employee outgrowing the company in terms of job performance and opportunity, pressure from home, etc. Exit interviews help a lot. My exit interviews typically last about 45 minutes to an hour. In some cases, the interview lasted well over an hour, and boy! the feedback we got was valuable. 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 department and found rampant corruption.
The HR team has to build trust with the employees. Never commit to what you cannot honor. It is better to say "I'll try" where you are doubtful and actually make an effort rather than commit and then end up in an embarrassing situation.
I don't know if you can follow an open-door policy, but try it. It works wonders.
Have you analyzed the reasons for attrition? Do that and present it to the management as facts without adding any embellishments to your findings.
These are some aspects that come to my mind offhand.
Hope this benefits you in some way.
All the very best.
Regards,
Ajay
From India, New Delhi
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I really wish combating attrition was as simple as we all feel. In fact, it's 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 levels up to whom the employee may have to report on certain issues, who actually causes attrition. Of course, there are other factors like delays in salaries, peer group pressure, an employee outgrowing the company in terms of job performance and opportunity, pressure from home, etc. Exit interviews help a lot. My exit interviews typically last about 45 minutes to an hour. In some cases, the interview lasted well over an hour, and boy! the feedback we got was valuable. 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 department and found rampant corruption.
The HR team has to build trust with the employees. Never commit to what you cannot honor. It is better to say "I'll try" where you are doubtful and actually make an effort rather than commit and then end up in an embarrassing situation.
I don't know if you can follow an open-door policy, but try it. It works wonders.
Have you analyzed the reasons for attrition? Do that and present it to the management as facts without adding any embellishments to your findings.
These are some aspects that come to my mind offhand.
Hope this benefits you in some way.
All the very best.
Regards,
Ajay
From India, New Delhi
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Hi Rajesh,
I don't know how big your organization is and how many employees have left the company. However, I believe that if the exit interviews are implemented effectively, we can determine the reasons for attrition.
Additionally, try to identify the companies where the ex-employees of your organization are currently working. Subsequently, conduct a survey involving these companies. It is crucial to benchmark against these companies as they are the ones attracting employees from your organization. This approach can provide valuable insights into attrition concerning company policies, salaries, etc.
Regards,
Shashank
From India
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I don't know how big your organization is and how many employees have left the company. However, I believe that if the exit interviews are implemented effectively, we can determine the reasons for attrition.
Additionally, try to identify the companies where the ex-employees of your organization are currently working. Subsequently, conduct a survey involving these companies. It is crucial to benchmark against these companies as they are the ones attracting employees from your organization. This approach can provide valuable insights into attrition concerning company policies, salaries, etc.
Regards,
Shashank
From India
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Hi,
My experience says that employees never leave the organization; they actually leave their bosses. I think to avoid the attrition rate, we should first work on the employees' expectations. As Rajesh said that his organization is giving good salary, incentives, etc., then I think the problem lies between the line manager and the employee. To address this, you have to arrange a meeting with the line managers and convince them to follow certain guidelines. I believe these guidelines will definitely help you. Attached is the file for all who want to know how to decrease the attrition rate.
Regards,
Deepti
From India, New Delhi
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My experience says that employees never leave the organization; they actually leave their bosses. I think to avoid the attrition rate, we should first work on the employees' expectations. As Rajesh said that his organization is giving good salary, incentives, etc., then I think the problem lies between the line manager and the employee. To address this, you have to arrange a meeting with the line managers and convince them to follow certain guidelines. I believe these guidelines will definitely help you. Attached is the file for all who want to know how to decrease the attrition rate.
Regards,
Deepti
From India, New Delhi
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Hi Benrajesh,
In my opinion, in order to control attrition, you alone cannot perform miracles. You need full support from top management. There may be a chance to conduct a survey among the employees in the organization. If the survey reveals that work pressure is high, what will you do? First, you need to identify the loopholes within the organization. Additionally, you should understand what attracts your employees to other employers and work on this with complete support from management.
Regards,
GOwtam
From India, Hyderabad
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In my opinion, in order to control attrition, you alone cannot perform miracles. You need full support from top management. There may be a chance to conduct a survey among the employees in the organization. If the survey reveals that work pressure is high, what will you do? First, you need to identify the loopholes within the organization. Additionally, you should understand what attracts your employees to other employers and work on this with complete support from management.
Regards,
GOwtam
From India, Hyderabad
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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
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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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Hi Rajesh,
I don't know whether my suggestion will be useful for your problem. Why don't you conduct a survey of your organization's climate? I know it's time-consuming, but you might identify the root cause. I have just started working on this as my final research on the same problem.
Regards,
Seema
From India, Delhi
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I don't know whether my suggestion will be useful for your problem. Why don't you conduct a survey of your organization's climate? I know it's time-consuming, but you might identify the root cause. I have just started working on this as my final research on the same problem.
Regards,
Seema
From India, Delhi
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Hi,
Basically, if you are offering a good package and other necessary benefits, then there must be some other reason for the attrition. Have discussions on those topics with those people before accepting their resignation. Maybe you can solve your problem this way. Earlier, I posted a presentation related to the same topic. I hope it may help you out.
Regards,
Supriya Rode
From India, Mumbai
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Basically, if you are offering a good package and other necessary benefits, then there must be some other reason for the attrition. Have discussions on those topics with those people before accepting their resignation. Maybe you can solve your problem this way. Earlier, I posted a presentation related to the same topic. I hope it may help you out.
Regards,
Supriya Rode
From India, Mumbai
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Hi,
Basically, if you are offering a good package and other necessary benefits, there must be some other reasons for the attrition. Have discussions on those topics with the individuals before accepting their resignation. Maybe you can resolve your problems this way. I had previously posted a PowerPoint presentation related to the same topic. I am reposting it here for your reference. I hope it may assist you.
Regards,
Supriya Rode
From India, Mumbai
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Basically, if you are offering a good package and other necessary benefits, there must be some other reasons for the attrition. Have discussions on those topics with the individuals before accepting their resignation. Maybe you can resolve your problems this way. I had previously posted a PowerPoint presentation related to the same topic. I am reposting it here for your reference. I hope it may assist you.
Regards,
Supriya Rode
From India, Mumbai
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hello Rajesh,I m doing a research work on Attrition,may this will help u in reducing the rate to some extent.
From India, Delhi
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From India, Delhi
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Hi,
I am new to this site. After going through the problem of this kind (Attrition), one mantra which I practice is to get people into your confidence and tell them that they will get what they want, and their needs will be addressed clearly and positively within a month. Ask for time to study the reasons why the rate is high and find the reasons for that. I hope things will get straight soon.
Happy,
K. Mahesh
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I am new to this site. After going through the problem of this kind (Attrition), one mantra which I practice is to get people into your confidence and tell them that they will get what they want, and their needs will be addressed clearly and positively within a month. Ask for time to study the reasons why the rate is high and find the reasons for that. I hope things will get straight soon.
Happy,
K. Mahesh
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Hi all,
Every time the word "attrition" is spoken, I remember the classic movie "For a Few Dollars More."
It is true in every sense. Many people have told me that learned individuals have stated that people don't leave the company but rather leave due to a bad boss or manager, a bad job profile, or a lack of growth opportunities. To me, all these factors account for only 5% of the actual reasons.
The old saying still holds true, "For a Few Dollars More."
We have been conducting extensive Research and Development within the organization and we acknowledge that not all principles we read can be implemented. However, let's not blame HR or the employees; it's the booming market with plenty of job opportunities. Let's face it, attrition is inevitable. All we, as HR, need to do is hire more and more and strive to fill in the gaps as soon as possible.
We need to fine-tune our recruiting skills and attract more personnel to join our team. This is my honest opinion. Your views are welcome.
Regards,
Praveen
From India
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Every time the word "attrition" is spoken, I remember the classic movie "For a Few Dollars More."
It is true in every sense. Many people have told me that learned individuals have stated that people don't leave the company but rather leave due to a bad boss or manager, a bad job profile, or a lack of growth opportunities. To me, all these factors account for only 5% of the actual reasons.
The old saying still holds true, "For a Few Dollars More."
We have been conducting extensive Research and Development within the organization and we acknowledge that not all principles we read can be implemented. However, let's not blame HR or the employees; it's the booming market with plenty of job opportunities. Let's face it, attrition is inevitable. All we, as HR, need to do is hire more and more and strive to fill in the gaps as soon as possible.
We need to fine-tune our recruiting skills and attract more personnel to join our team. This is my honest opinion. Your views are welcome.
Regards,
Praveen
From India
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Dear Rajesh,
Please find out the following points before finding a solution to control attrition:
1) Number of review meetings conducted by the immediate superior.
2) Are the outcomes of such meetings measured by the next higher-ups?
3) Put forward your observations and analysis to higher management for any changes required in the current structure.
In the current scenario, we have to work as a team and share thoughts. This will definitely help you to control attrition.
Regards,
Kiran
From India, Mumbai
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Please find out the following points before finding a solution to control attrition:
1) Number of review meetings conducted by the immediate superior.
2) Are the outcomes of such meetings measured by the next higher-ups?
3) Put forward your observations and analysis to higher management for any changes required in the current structure.
In the current scenario, we have to work as a team and share thoughts. This will definitely help you to control attrition.
Regards,
Kiran
From India, Mumbai
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Effective employee retention strategies-BPO. doc