Dear Mr. Harsh Kumar,
Thank you for taking active participation in this thread and adding value by sharing your views.
Obviously, the first and foremost thing for attrition is an uncertain financial position that will lead to delayed payment/non-payment of wages to the employees. If the organization is not providing a safe working environment to its employees, then we cannot expect the workers to stay and work for a longer period. Whenever they get a chance or their tolerance level crosses a certain point, they will quit the organization.
From India, Kumbakonam
1189Thank you for taking active participation in this thread and adding value by sharing your views.
Obviously, the first and foremost thing for attrition is an uncertain financial position that will lead to delayed payment/non-payment of wages to the employees. If the organization is not providing a safe working environment to its employees, then we cannot expect the workers to stay and work for a longer period. Whenever they get a chance or their tolerance level crosses a certain point, they will quit the organization.
From India, Kumbakonam
Dear Members,
Thank you for the opportunity given to me to express my views on attrition. Employers should bear in mind the following for the existence of employees:
- Motivation for the employees
- Job rotation to prevent reluctance to work on the same tasks. Changing job profiles within the department can help employees avoid moving to other companies while enhancing their knowledge.
- Ensuring the right person is in the right job in line with HR policy
- Showing respect to experienced individuals regardless of gender
- Providing timely increments
- Engaging in welfare activities
- Organizing family get-togethers for all employees, from top to bottom levels of workers
All the points mentioned above are based on my experience.
From India, Chennai
Thank you for the opportunity given to me to express my views on attrition. Employers should bear in mind the following for the existence of employees:
- Motivation for the employees
- Job rotation to prevent reluctance to work on the same tasks. Changing job profiles within the department can help employees avoid moving to other companies while enhancing their knowledge.
- Ensuring the right person is in the right job in line with HR policy
- Showing respect to experienced individuals regardless of gender
- Providing timely increments
- Engaging in welfare activities
- Organizing family get-togethers for all employees, from top to bottom levels of workers
All the points mentioned above are based on my experience.
From India, Chennai
Dear Vijayalakshmi,
Thank you for taking part in this discussion on the subject of Reasons for Attrition. As you have provided points on retention techniques, I am shifting the focus to the reasons for attrition.
Demotivated employees tend to seek job changes, leading to high attrition levels.
Repetitive and monotonous work can result in a higher attrition rate. To prevent this, job rotation is essential as it can help in limiting attrition. Moreover, in cases of any absence, job rotation enables the organization to involve another individual who has been trained through the practice of job rotation.
Respect for experience, age, and regardless of an individual's position, qualifications, or gender can reduce attrition levels. The absence of these aspects within the organization may result in a high attrition rate. Annual appraisals also play a significant role in managing attrition levels.
Maintaining interpersonal relationships with colleagues and organizing gatherings with family members can create stronger bonds with the organization, thereby aiding in controlling attrition.
I have summarized your points. If you feel there is anything else to add or have a differing opinion, please inform me. Let us collaborate to learn and share knowledge.
From India, Kumbakonam
Thank you for taking part in this discussion on the subject of Reasons for Attrition. As you have provided points on retention techniques, I am shifting the focus to the reasons for attrition.
Demotivated employees tend to seek job changes, leading to high attrition levels.
Repetitive and monotonous work can result in a higher attrition rate. To prevent this, job rotation is essential as it can help in limiting attrition. Moreover, in cases of any absence, job rotation enables the organization to involve another individual who has been trained through the practice of job rotation.
Respect for experience, age, and regardless of an individual's position, qualifications, or gender can reduce attrition levels. The absence of these aspects within the organization may result in a high attrition rate. Annual appraisals also play a significant role in managing attrition levels.
Maintaining interpersonal relationships with colleagues and organizing gatherings with family members can create stronger bonds with the organization, thereby aiding in controlling attrition.
I have summarized your points. If you feel there is anything else to add or have a differing opinion, please inform me. Let us collaborate to learn and share knowledge.
From India, Kumbakonam
Dear all,
Please use the "WHY? WHY?" analysis for these problems. This is a typical task, but you can achieve good results using this method.
If you want to know the process for implementing this method, please let me know, and I will provide you with a suitable example related to the topic.
Thanks & Regards,
Yagnik
From India, Rajkot
Please use the "WHY? WHY?" analysis for these problems. This is a typical task, but you can achieve good results using this method.
If you want to know the process for implementing this method, please let me know, and I will provide you with a suitable example related to the topic.
Thanks & Regards,
Yagnik
From India, Rajkot
Hi...
According to recent findings there are six reasons why Best Employee Quit the Organisation:
1) No Vision
Most employees don’t get out of bed each morning trying to hit a profit number. In the majority of companies there are only a handful of people that truly care about it or, in some cases, even understand exactly what it means to hit that number. As a manager, don’t confuse your financial objectives with vision. Vision feeds financials and not the other way around.
2) No Connection To The Big Picture
3) No Empathy
4) No (Effective) Motivation
5) No Future
6) No Fun
From India, Bhubaneswar
According to recent findings there are six reasons why Best Employee Quit the Organisation:
1) No Vision
Most employees don’t get out of bed each morning trying to hit a profit number. In the majority of companies there are only a handful of people that truly care about it or, in some cases, even understand exactly what it means to hit that number. As a manager, don’t confuse your financial objectives with vision. Vision feeds financials and not the other way around.
2) No Connection To The Big Picture
3) No Empathy
4) No (Effective) Motivation
5) No Future
6) No Fun
From India, Bhubaneswar
Bhaskar,
Good thread being discussed from different perspectives. I like it. Here, I have captured all the thoughts shared by experts so far. Please add if I missed any.
Sr No. Reasons
1 Compensation
2 Family Reasons
3 Health Reasons
4 Peer Pressure/Bullying
5 Higher Education
6 Career Growth
7 Workplace Culture
8 Unethical HR Practices
9 Job Security
10 Poor Motivation
11 High Targets
12 Work Pressure
13 Biased Increments/Promotions
14 Support (Financial/Emotional)
In my experience, I have observed that Salary/Compensation, benefits, and Job Security were the most crucial reasons (around 72%) for employee resignations.
Ukmitra
From Saudi Arabia, Riyadh
Good thread being discussed from different perspectives. I like it. Here, I have captured all the thoughts shared by experts so far. Please add if I missed any.
Sr No. Reasons
1 Compensation
2 Family Reasons
3 Health Reasons
4 Peer Pressure/Bullying
5 Higher Education
6 Career Growth
7 Workplace Culture
8 Unethical HR Practices
9 Job Security
10 Poor Motivation
11 High Targets
12 Work Pressure
13 Biased Increments/Promotions
14 Support (Financial/Emotional)
In my experience, I have observed that Salary/Compensation, benefits, and Job Security were the most crucial reasons (around 72%) for employee resignations.
Ukmitra
From Saudi Arabia, Riyadh
Hi everybody,
I would like to share a few points in my view resulting in attrition:
- Insufficient remuneration and employee benefits paid to employees by their employer.
- Mismatch of job profile.
- Job stress and work-life imbalances.
- Odd working hours/Early morning-night shifts.
- Entry of new companies and sectors into the market.
- Lack of authority provided to accomplish one's tasks.
- Monotony of the job.
- Lack of proper facilities provided by the employer.
- Lack of a proper environment.
- Poor concern about employees by their employer.
- Poor promotion policies or lack of promotion for a long time.
- Lack of timely communication by the employer.
Seniors, please correct me if I am wrong.
Regards,
keerthibala
From India, Mumbai
I would like to share a few points in my view resulting in attrition:
- Insufficient remuneration and employee benefits paid to employees by their employer.
- Mismatch of job profile.
- Job stress and work-life imbalances.
- Odd working hours/Early morning-night shifts.
- Entry of new companies and sectors into the market.
- Lack of authority provided to accomplish one's tasks.
- Monotony of the job.
- Lack of proper facilities provided by the employer.
- Lack of a proper environment.
- Poor concern about employees by their employer.
- Poor promotion policies or lack of promotion for a long time.
- Lack of timely communication by the employer.
Seniors, please correct me if I am wrong.
Regards,
keerthibala
From India, Mumbai
On conclusion, I extend my sincere thanks to those who took an active part in sharing their knowledge with our community and made this thread very useful for students studying for an MBA.
The attached file was sent by my mentor, which I feel will be highly beneficial for all our members. Let us hope that students and young HR professionals make use of this article.
Wishing you all success.
From India, Kumbakonam
The attached file was sent by my mentor, which I feel will be highly beneficial for all our members. Let us hope that students and young HR professionals make use of this article.
Wishing you all success.
From India, Kumbakonam
There are sevaral Reasons:
Monetary considerations (unless you move, you won’t get more)
Work environment (organizational culture does not recognize performance)
Colleagues – bosses, peers and direct reports – there is no synergy with everyone working in silos
A good way to identify these problems is through feedback - a 360 Degree feedback survey would help a lot in identifying the problems
From India, Chennai
Monetary considerations (unless you move, you won’t get more)
Work environment (organizational culture does not recognize performance)
Colleagues – bosses, peers and direct reports – there is no synergy with everyone working in silos
A good way to identify these problems is through feedback - a 360 Degree feedback survey would help a lot in identifying the problems
From India, Chennai
Generally, the following reasons are observed:
- Lack of respect
- Lack of support
- Monetary factors
- Lack of appreciation
- Increase in favoritism
- Lack of challenges in the job
- Inflexible work schedules
- Need for very well-working conditions
- Discrepancy between work and the individual
- Infrequent encouragement
- Organization prioritizing business concerns
- Pressure from overwork and work-life imbalance
- Employees needing pride in their work and what they do
- Loss of faith and confidence in superior leaders
- Work or workplace not meeting expectations
- A small number of helpful colleagues
- Insufficient coaching and feedback
Sriwidh
From India, Madras
- Lack of respect
- Lack of support
- Monetary factors
- Lack of appreciation
- Increase in favoritism
- Lack of challenges in the job
- Inflexible work schedules
- Need for very well-working conditions
- Discrepancy between work and the individual
- Infrequent encouragement
- Organization prioritizing business concerns
- Pressure from overwork and work-life imbalance
- Employees needing pride in their work and what they do
- Loss of faith and confidence in superior leaders
- Work or workplace not meeting expectations
- A small number of helpful colleagues
- Insufficient coaching and feedback
Sriwidh
From India, Madras
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