Hi We have a high attrition in our company. Can somebody suggest me how to contain attrition. Adi
From India, Madras
From India, Madras
Hi Adi
Retention is not a one time affair, we do it all the time.
retention is a multiple approach in making people stick to the co.
You need to analyse the reasons for attrition
For Ex Some common reasons for attrition
Ease of working with your immediate supervisor or Boss
Relations with Colleagues
Compensation
Facilities and Benefits offered by the co
Working Atmosphere
The type of work
Medical reasons
Family reasons
Personal Reasons ........
You can analyse the reasons for attrition in your co using the exit survey form.
After anysing the reasons for Attrition you can come out with strategies to contain attrition.
For Ex
Design your Salary based on the industry standards
Create a vibrant working atmoshere
Include Fun at work concepts
Build a strong Team leader employee relations
Introduce Incentive/Bonus scheme in tune with your particular industry
Offer facilities which is prevalent in the industry
Interact constantly with your employees and try to understand them.......
These are some of the examples, there are list of things
Please let me know if you need more information or write to me at
Regards
Harish
From India, Pune
Retention is not a one time affair, we do it all the time.
retention is a multiple approach in making people stick to the co.
You need to analyse the reasons for attrition
For Ex Some common reasons for attrition
Ease of working with your immediate supervisor or Boss
Relations with Colleagues
Compensation
Facilities and Benefits offered by the co
Working Atmosphere
The type of work
Medical reasons
Family reasons
Personal Reasons ........
You can analyse the reasons for attrition in your co using the exit survey form.
After anysing the reasons for Attrition you can come out with strategies to contain attrition.
For Ex
Design your Salary based on the industry standards
Create a vibrant working atmoshere
Include Fun at work concepts
Build a strong Team leader employee relations
Introduce Incentive/Bonus scheme in tune with your particular industry
Offer facilities which is prevalent in the industry
Interact constantly with your employees and try to understand them.......
These are some of the examples, there are list of things
Please let me know if you need more information or write to me at
Regards
Harish
From India, Pune
Hi Adi..
Here is some guidelines that one can apply in the Organisation to improve the retention:-
1. Show employees that you have an interest in their success
60 to 70 per cent of workers do not feel that their companies help them to develop their career. Managers of successful companies are acutely aware that even the most brilliant business model will not work without skilled individuals motivated by a culture of management concern.
2. Allow employees the room to develop their skills
Many employees find themselves trapped in a narrow job function so mission-critical that the organisation cannot afford to move them. Frustrated employees, unable to satisfy their need for growth, resign, leaving holes that disrupt the company’s workflow in the short term. The company also loses strong performers who could have filled other, more important, roles over the long term.
3. Give employees a clear idea of the long-term goals of the company
Three quarters of unhappy employees do not believe that their company knows where it is going. Companies should endeavour to change their perceptions by communicating effectively to employees the direction it wants to take. This should be followed up with behaviour that is consistent with what they have told employees!
4. Measure soft skills
Many companies say they value people and train their management team to cope with people issues. Yet these same managers are rewarded based on their technical skills and financial results. Too often, people skills are not rewarded and no measure exists to evaluate them. Employees get the message that, “people skills don’t matter” and so neither do people.
5. Fight turnover with smart training
Two principles can help companies score big retention wins through training. Firstly, keep it relevant. Some firms act as though any training is better than none. From the employees’ perspective, that is not true. If training is not relevant to their jobs they feel it is a waste of time. Secondly, use training to broaden experience. Companies too often provide training that merely reinforces old skills instead of building new ones.
6. Develop your management team
People see good bosses as the wind beneath their wings, and employees who lack confidence in their bosses will leave the organisation sooner rather than later. A key retention strategy is to weed out marginal managers. Replace them with managers who can craft a compelling game plan, communicate it effectively to their teams and deploy initiatives that are consistent with company strategy.
7. Weed out poor performers in non-management ranks
Managers often under-estimate how strongly employees resent the presence of underperformers within their work group. The productive employee often has to take on more work to compensate for the poor performance of others, and they can feel that management is either turning a blind eye to unjust practices, or does not have sufficient interest in what goes on “below decks” to notice any disparity in working practices amongst employees. When the slackers are weeded out, both morale and retention improve.
Regards,
Amit Seth.
From India, Ahmadabad
496Here is some guidelines that one can apply in the Organisation to improve the retention:-
1. Show employees that you have an interest in their success
60 to 70 per cent of workers do not feel that their companies help them to develop their career. Managers of successful companies are acutely aware that even the most brilliant business model will not work without skilled individuals motivated by a culture of management concern.
2. Allow employees the room to develop their skills
Many employees find themselves trapped in a narrow job function so mission-critical that the organisation cannot afford to move them. Frustrated employees, unable to satisfy their need for growth, resign, leaving holes that disrupt the company’s workflow in the short term. The company also loses strong performers who could have filled other, more important, roles over the long term.
3. Give employees a clear idea of the long-term goals of the company
Three quarters of unhappy employees do not believe that their company knows where it is going. Companies should endeavour to change their perceptions by communicating effectively to employees the direction it wants to take. This should be followed up with behaviour that is consistent with what they have told employees!
4. Measure soft skills
Many companies say they value people and train their management team to cope with people issues. Yet these same managers are rewarded based on their technical skills and financial results. Too often, people skills are not rewarded and no measure exists to evaluate them. Employees get the message that, “people skills don’t matter” and so neither do people.
5. Fight turnover with smart training
Two principles can help companies score big retention wins through training. Firstly, keep it relevant. Some firms act as though any training is better than none. From the employees’ perspective, that is not true. If training is not relevant to their jobs they feel it is a waste of time. Secondly, use training to broaden experience. Companies too often provide training that merely reinforces old skills instead of building new ones.
6. Develop your management team
People see good bosses as the wind beneath their wings, and employees who lack confidence in their bosses will leave the organisation sooner rather than later. A key retention strategy is to weed out marginal managers. Replace them with managers who can craft a compelling game plan, communicate it effectively to their teams and deploy initiatives that are consistent with company strategy.
7. Weed out poor performers in non-management ranks
Managers often under-estimate how strongly employees resent the presence of underperformers within their work group. The productive employee often has to take on more work to compensate for the poor performance of others, and they can feel that management is either turning a blind eye to unjust practices, or does not have sufficient interest in what goes on “below decks” to notice any disparity in working practices amongst employees. When the slackers are weeded out, both morale and retention improve.
Regards,
Amit Seth.
From India, Ahmadabad
Good note..Lastly - I think end of the day its making an committed effort at all times to check out what can be improved within the organisation and bringing in change with the help of people. A " feel good factor" is the key end of the day- which when in not in place would be the trigger point for someone to start looking out for jobs.
these are all the well known measuers to avoid attriation
just entar into contract
increase the amount of compansation for the person who is ready to get out of ur organsiation
just recrute freshers form educational instutions so that they cant go away from your office as quickly
idebntify the reason behind the turnover so that you can rectify where you commit faults
by doing these you can avoid attriation in your company
From India, New Delhi
just entar into contract
increase the amount of compansation for the person who is ready to get out of ur organsiation
just recrute freshers form educational instutions so that they cant go away from your office as quickly
idebntify the reason behind the turnover so that you can rectify where you commit faults
by doing these you can avoid attriation in your company
From India, New Delhi
Hi Adi,
Ma Foi Consulting Solutions does Attrition Surveys and gives in valuable inputs to solve attrition problem. I think this will be helpful. Companies like GE, Reliance, Centurion Bank are it's clients. If you want more information please mail me at
.
From India, Bangalore
Ma Foi Consulting Solutions does Attrition Surveys and gives in valuable inputs to solve attrition problem. I think this will be helpful. Companies like GE, Reliance, Centurion Bank are it's clients. If you want more information please mail me at
From India, Bangalore
Hello Adilieu:
>We have a high attrition in our company.<
How many employees left for all reasons over the last 12 months?
How many employees are there now?
>Can somebody suggest me how to contain attrition.<
Yes, stop hiring people who do not have adequate talent for the job.
The secret is to know how to identify and measure the talent demanded by the position and then compare job applicant's talents to the talent demanded by the job.
Hiring for talent reduces employee turnover, attrition, and increases new hire productivity.
Bob Gately, PE, MBA
From United States, Chelsea
>We have a high attrition in our company.<
How many employees left for all reasons over the last 12 months?
How many employees are there now?
>Can somebody suggest me how to contain attrition.<
Yes, stop hiring people who do not have adequate talent for the job.
The secret is to know how to identify and measure the talent demanded by the position and then compare job applicant's talents to the talent demanded by the job.
Hiring for talent reduces employee turnover, attrition, and increases new hire productivity.
Bob Gately, PE, MBA
From United States, Chelsea
Over the years, I have realised that attrition is a good thing. It keeps the company younger, cost-effective, technically more adept and managerially more person-independent. It keeps the company from growing fat in the middle and it brings in fresh air. It also creates a lot of roving ambassadors.
I would like my staff to know that the company would love to have them out whenever they are ready, provided they are open about it and give sufficient notice. I expect them to groom their successor before they leave.
The motto should be : ComeIn, Contribute to the company, make progress yourself, and before we take each other for granted, let's part and remain friends.
With sensitivity and hard-headed business sense, attrition can be a win-win situation.
--A. R. Eclexys
From India, Mumbai
I would like my staff to know that the company would love to have them out whenever they are ready, provided they are open about it and give sufficient notice. I expect them to groom their successor before they leave.
The motto should be : ComeIn, Contribute to the company, make progress yourself, and before we take each other for granted, let's part and remain friends.
With sensitivity and hard-headed business sense, attrition can be a win-win situation.
--A. R. Eclexys
From India, Mumbai
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