Dear HR Fraternity,
Greetings of the day.
Even though we have discussed the attrition rate earlier, let us consolidate the reasons so that it will be useful for the new members and students involved in the studies. I am listing the following reasons from my side:
1. Less payment/wages, which may prompt workers to leave the company in search of better opportunities offering higher wages.
2. Family reasons.
3. Health reasons (e.g., due to occupational hazards like chemical exposure, dust, and gaseous impacts).
4. Lack of knowledge (inability to comprehend the benefits of long-term service for future developments).
Let our knowledgeable members continue this discussion, making it beneficial for all our members.
From India, Kumbakonam
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1257Greetings of the day.
Even though we have discussed the attrition rate earlier, let us consolidate the reasons so that it will be useful for the new members and students involved in the studies. I am listing the following reasons from my side:
1. Less payment/wages, which may prompt workers to leave the company in search of better opportunities offering higher wages.
2. Family reasons.
3. Health reasons (e.g., due to occupational hazards like chemical exposure, dust, and gaseous impacts).
4. Lack of knowledge (inability to comprehend the benefits of long-term service for future developments).
Let our knowledgeable members continue this discussion, making it beneficial for all our members.
From India, Kumbakonam
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Hi, "So much of what we call management consists in making it difficult for people to work. ~ Peter Drucker" I dont know whether I am right or not..But Management is also responsible for attrition.
From India, Mohali
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From India, Mohali
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Dear Lavika,
In some companies that are not following the rules and regulations, they are facing a high attrition rate, and the workforce turnover will be higher. You can explain it as "The welfare of the employees needs to be taken care of." Otherwise, the company cannot control the outflow of the workforce.
Hope you are intending to convey the same. If you have a different view, please do not hesitate to share your perspective.
Dear Friends,
Even though companies focus on the financial satisfaction of employees, there is another aspect that needs attention. That is Non-Monetary welfare activities, which can help reduce the attrition rate.
From India, Kumbakonam
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In some companies that are not following the rules and regulations, they are facing a high attrition rate, and the workforce turnover will be higher. You can explain it as "The welfare of the employees needs to be taken care of." Otherwise, the company cannot control the outflow of the workforce.
Hope you are intending to convey the same. If you have a different view, please do not hesitate to share your perspective.
Dear Friends,
Even though companies focus on the financial satisfaction of employees, there is another aspect that needs attention. That is Non-Monetary welfare activities, which can help reduce the attrition rate.
From India, Kumbakonam
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Dear Bhaskar,
Thank you for inviting me to make a contribution to this thread. If I can recall correctly, I have made comments on this topic before. Please let me repeat some anecdotal information before giving some latest links.
A quite a number of us left our secure governmental jobs in India in the 1960s and emigrated to the UK. The main reason was boredom at work and a desire to improve our qualifications (The facility for higher education was not as advanced as it is now in India). Some left the UK and went to the USA (Grass was greener on the other side).
Even within the UK, some stayed put in one company/organization until they retired. Others gained Postgraduate Management Diploma/Master and PhD degrees and changed from Engineering to other areas. Some even left the industry and joined educational establishments. The reasons were various: not liking the job, family commitments (to spend more time with children, flexible working hours, not satisfied with the scope for promotion, not being stretched at work, for a higher salary, a feeling of being discriminated against, etc.).
Only yesterday, I read a news item on how companies were trying to tackle attrition in Indian companies at:
Companies try new steps to stop appraisal time attrition - Hindustan Times
I had also read another article a while ago at:
Why after appraisals, curbing attrition becomes HR priority - Economic Times
Rather than summarize what those articles said, I will leave it to some student to summarize and contribute to this thread.
From United Kingdom
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Thank you for inviting me to make a contribution to this thread. If I can recall correctly, I have made comments on this topic before. Please let me repeat some anecdotal information before giving some latest links.
A quite a number of us left our secure governmental jobs in India in the 1960s and emigrated to the UK. The main reason was boredom at work and a desire to improve our qualifications (The facility for higher education was not as advanced as it is now in India). Some left the UK and went to the USA (Grass was greener on the other side).
Even within the UK, some stayed put in one company/organization until they retired. Others gained Postgraduate Management Diploma/Master and PhD degrees and changed from Engineering to other areas. Some even left the industry and joined educational establishments. The reasons were various: not liking the job, family commitments (to spend more time with children, flexible working hours, not satisfied with the scope for promotion, not being stretched at work, for a higher salary, a feeling of being discriminated against, etc.).
Only yesterday, I read a news item on how companies were trying to tackle attrition in Indian companies at:
Companies try new steps to stop appraisal time attrition - Hindustan Times
I had also read another article a while ago at:
Why after appraisals, curbing attrition becomes HR priority - Economic Times
Rather than summarize what those articles said, I will leave it to some student to summarize and contribute to this thread.
From United Kingdom
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Dear Mr. Simhan Sir,
Thank you for your participation, which added value from a new angle.
In higher levels, attrition is taking place for better prospects, to undertake challenging tasks, to acquire higher education, and to qualify themselves for combating future challenges. In some cases, workplace bullying may also be a contributing factor to attrition.
Let us expect other experts to come up with further reasons.
From India, Kumbakonam
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Thank you for your participation, which added value from a new angle.
In higher levels, attrition is taking place for better prospects, to undertake challenging tasks, to acquire higher education, and to qualify themselves for combating future challenges. In some cases, workplace bullying may also be a contributing factor to attrition.
Let us expect other experts to come up with further reasons.
From India, Kumbakonam
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Working environment, unethical HR practices, workplace bullying, etc., are the main reasons for attrition. But I wonder why the Government service and PSUs, which have the worst working environment or HR practices, do not have any attrition? Is it not because of the job security and respect that society gives to one employed there? I feel that these account for major attrition. Though the private sector offers a salary better than government or public sector companies, the latter offer security and respect in society. I have also found that wherever people are more employable, the attrition is very high. Perhaps that may be one of the reasons why government or PSUs do not have high attrition!
Madhu.T.K
From India, Kannur
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Madhu.T.K
From India, Kannur
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Dear Mr. Madhu,
Thank you very much for participating in this discussion.
As a matter of fact, whether we work or not, once we have joined the Government services, obviously we will receive bi-yearly DA increases, Annual Increment (even though it is a meager amount), and even without promotions, our job is secured, and no one can remove us from our position until we reach the retirement age. We can receive time-bound promotions regardless of our performance, and we need not worry about our educational qualifications or knowledge enhancement. Therefore, the attrition level will be very low. The issue here arises not due to lack of knowledge or literacy but rather due to laziness and carelessness.
However, as mentioned by Mr. Simhan Sir, talented individuals will not and cannot serve in Government organizations. The drive within them will not permit them to waste time and miss the opportunities to gain knowledge from various sources.
Let's hope that other members will contribute value to this topic.
From India, Kumbakonam
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Thank you very much for participating in this discussion.
As a matter of fact, whether we work or not, once we have joined the Government services, obviously we will receive bi-yearly DA increases, Annual Increment (even though it is a meager amount), and even without promotions, our job is secured, and no one can remove us from our position until we reach the retirement age. We can receive time-bound promotions regardless of our performance, and we need not worry about our educational qualifications or knowledge enhancement. Therefore, the attrition level will be very low. The issue here arises not due to lack of knowledge or literacy but rather due to laziness and carelessness.
However, as mentioned by Mr. Simhan Sir, talented individuals will not and cannot serve in Government organizations. The drive within them will not permit them to waste time and miss the opportunities to gain knowledge from various sources.
Let's hope that other members will contribute value to this topic.
From India, Kumbakonam
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Dear All,
I am a Ph.D. scholar studying attrition in the insurance sector. Having worked in the insurance industry for more than 8 years and engaged in various discussions with my colleagues in the industry, I could summarize that a major contributing factor to attrition, especially in the field of insurance, is a lack of a professional approach, more opportunities with more players entering the market, peer pressure, high targets, imbalance in work-life quality, lack of support from bosses or management, poor motivation, etc. This exhibits a wide gap between the attitudes of insurance employees and those of other financial services employees.
With the low penetration level of the insurance business in India (only 3% of the Indian population is covered by insurance), there is vast scope for employment opportunities and the development of business in our land. However, there isn't any proper vision or mission to achieve it. The insurance sector is the least preferred job avenue. I also blame the policymakers and insurance regulators for not properly educating people about the need for insurance and the development of proper jobs compared to the banking industry. Hence, there is an unbalanced or uncontrolled inequality in the demand and supply of job opportunities in the field of insurance.
The rest I shall learn from the seniors in this thread.
Note: I am very new to the field of HR. I am a hardcore finance person who has now diversified into HR to learn about it. I find it all the more interesting than finance. Finance deals with the management of money, which is a common practice all over the world, unlike HR. Now, I understand that HR is a study of behavioral psychology, which differs with every individual and every situation. I would like to learn a lot from the seniors in the forum. Thank you all.
Regards,
Gayathri Sai
From India
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I am a Ph.D. scholar studying attrition in the insurance sector. Having worked in the insurance industry for more than 8 years and engaged in various discussions with my colleagues in the industry, I could summarize that a major contributing factor to attrition, especially in the field of insurance, is a lack of a professional approach, more opportunities with more players entering the market, peer pressure, high targets, imbalance in work-life quality, lack of support from bosses or management, poor motivation, etc. This exhibits a wide gap between the attitudes of insurance employees and those of other financial services employees.
With the low penetration level of the insurance business in India (only 3% of the Indian population is covered by insurance), there is vast scope for employment opportunities and the development of business in our land. However, there isn't any proper vision or mission to achieve it. The insurance sector is the least preferred job avenue. I also blame the policymakers and insurance regulators for not properly educating people about the need for insurance and the development of proper jobs compared to the banking industry. Hence, there is an unbalanced or uncontrolled inequality in the demand and supply of job opportunities in the field of insurance.
The rest I shall learn from the seniors in this thread.
Note: I am very new to the field of HR. I am a hardcore finance person who has now diversified into HR to learn about it. I find it all the more interesting than finance. Finance deals with the management of money, which is a common practice all over the world, unlike HR. Now, I understand that HR is a study of behavioral psychology, which differs with every individual and every situation. I would like to learn a lot from the seniors in the forum. Thank you all.
Regards,
Gayathri Sai
From India
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Sirs,
In addition to the points mentioned by seniors above, the following can also be reasons for high attrition in an organization:
1. Uncertain financial position of the organization/company.
2. Unfavorable work culture for female employees.
3. Very few chances of promotion to higher posts. For example, no opportunities for new employees to prove their worth and abilities.
4. Non-adherence to the policy or principles of natural justice in disputes between employers/higher officers and employees.
From India, Noida
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In addition to the points mentioned by seniors above, the following can also be reasons for high attrition in an organization:
1. Uncertain financial position of the organization/company.
2. Unfavorable work culture for female employees.
3. Very few chances of promotion to higher posts. For example, no opportunities for new employees to prove their worth and abilities.
4. Non-adherence to the policy or principles of natural justice in disputes between employers/higher officers and employees.
From India, Noida
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Dear Gayathri Sai,
Let me summarize your view from the insurance sector's perspective to a general view:
1. Lack of a professional approach will lead employees to quit the organization. If a professional approach is maintained in addressing any issue, it will create a healthy working atmosphere for the employees. However, handling issues personally and engaging in the blame game will inevitably result in high attrition levels.
2. The presence of competitors in any industry leads to talent poaching, thereby increasing attrition rates.
3. Factors such as work pressure, lack of support from management in achieving targets, and unrealistic goals play a significant role in the escalating attrition rates.
4. Poor motivation and low morale levels also contribute to the rising attrition levels.
Thank you for your active participation. Let our other learned members provide their expert views on this subject.
From India, Kumbakonam
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Let me summarize your view from the insurance sector's perspective to a general view:
1. Lack of a professional approach will lead employees to quit the organization. If a professional approach is maintained in addressing any issue, it will create a healthy working atmosphere for the employees. However, handling issues personally and engaging in the blame game will inevitably result in high attrition levels.
2. The presence of competitors in any industry leads to talent poaching, thereby increasing attrition rates.
3. Factors such as work pressure, lack of support from management in achieving targets, and unrealistic goals play a significant role in the escalating attrition rates.
4. Poor motivation and low morale levels also contribute to the rising attrition levels.
Thank you for your active participation. Let our other learned members provide their expert views on this subject.
From India, Kumbakonam
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