Hi, I need some advice. I am dealing with multiple resignations in my company and this is somewhere affecting/influencing my other team members also. How do I stop this? Kindly suggest some ideas so that the resignation rates become less.
From India
From India
Dear Connection,
Resignation is a voluntary separation of employees. You can not stop it but can reduce it to a minimum level. Before taking steps for the reduction of resignations, you need to identify the actual reasons for such resignations, and not what they mention in their resignation letter. You need to conduct a survey in the company for employee satisfaction in terms of a working environment and other HR policies. After finding the true feedback from the employees, and scrutiny of resignation letters/ exit form if any, plan to take corrective measures for minimizing resignations from the organization.
Dr. M. K. Ravi
Advocate
From India, Delhi
8Resignation is a voluntary separation of employees. You can not stop it but can reduce it to a minimum level. Before taking steps for the reduction of resignations, you need to identify the actual reasons for such resignations, and not what they mention in their resignation letter. You need to conduct a survey in the company for employee satisfaction in terms of a working environment and other HR policies. After finding the true feedback from the employees, and scrutiny of resignation letters/ exit form if any, plan to take corrective measures for minimizing resignations from the organization.
Dr. M. K. Ravi
Advocate
From India, Delhi
Dear Purvi-Aggarwal,
To get the proper replies to the post, you could have a little more information about the situation. Please confirm the following:
a) What is your position in the company? How many employees do your company have?
b) What is the present attrition rate in your company? Is it more than the industry average?
c) What is the meaning of "multiple resignations"? Does it mean several employees put in their papers at a time?
d) Have you studied the causes of employee attrition? How have you done the "Attrition Analysis"?
e) To control the attrition, what preventive measures have you taken? Have you conducted the "stay interviews"? If yes, then what is the procedure?
Notwithstanding the questions given above, a few reasons for the employee attrition are given below:
f) Employee attrition is an issue of the organisation's culture. Unless the top leadership thinks of bringing a cultural change, it is impossible to change the culture.
g) The organisation's culture is nothing but the reflection of the mindset of the top-most leader. The company's culture reveals the psychology of the person. What is personality to a person is culture to an organisation.
h) One of the reasons for employee attrition is poor recruitment. Rather than focusing on the deliverables, the focus could be searching for a candidate in a certain salary bracket. When the wrong hire is discovered, conditions are created wherein the employee quits.
i) Another reason for the employee attrition is not calculating the (i) cost of attrition as well as (ii) cost of poor recruitment
j) One more reason for the employee attrition is the poor interpersonal environment in the company? Does the top leadership or the managers shoot their mouths? Please note that if given a chance to choose between high pay but less respect Vs less pay but more respect, the employees in India chose the latter.
Final comments: - Employee attrition is a far deeper subject. It could take years to address it. However, much depends on when you take your first step and what step it is!
Thanks,
Dinesh Divekar
From India, Bangalore
To get the proper replies to the post, you could have a little more information about the situation. Please confirm the following:
a) What is your position in the company? How many employees do your company have?
b) What is the present attrition rate in your company? Is it more than the industry average?
c) What is the meaning of "multiple resignations"? Does it mean several employees put in their papers at a time?
d) Have you studied the causes of employee attrition? How have you done the "Attrition Analysis"?
e) To control the attrition, what preventive measures have you taken? Have you conducted the "stay interviews"? If yes, then what is the procedure?
Notwithstanding the questions given above, a few reasons for the employee attrition are given below:
f) Employee attrition is an issue of the organisation's culture. Unless the top leadership thinks of bringing a cultural change, it is impossible to change the culture.
g) The organisation's culture is nothing but the reflection of the mindset of the top-most leader. The company's culture reveals the psychology of the person. What is personality to a person is culture to an organisation.
h) One of the reasons for employee attrition is poor recruitment. Rather than focusing on the deliverables, the focus could be searching for a candidate in a certain salary bracket. When the wrong hire is discovered, conditions are created wherein the employee quits.
i) Another reason for the employee attrition is not calculating the (i) cost of attrition as well as (ii) cost of poor recruitment
j) One more reason for the employee attrition is the poor interpersonal environment in the company? Does the top leadership or the managers shoot their mouths? Please note that if given a chance to choose between high pay but less respect Vs less pay but more respect, the employees in India chose the latter.
Final comments: - Employee attrition is a far deeper subject. It could take years to address it. However, much depends on when you take your first step and what step it is!
Thanks,
Dinesh Divekar
From India, Bangalore
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