Hi, I need some advice. I am dealing with multiple resignations in my company, and this is somehow affecting/influencing my other team members as well. How do I stop this? Kindly suggest some ideas so that the resignation rates decrease.
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From India
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Dear Connection,
Resignation is a voluntary separation of employees. You cannot stop it but can reduce it to a minimum level. Before taking steps to reduce resignations, you need to identify the actual reasons for such resignations, not just what they mention in their resignation letter. Conduct a survey in the company to gauge employee satisfaction in terms of the working environment and other HR policies. After gathering honest feedback from employees and reviewing resignation letters/exit forms, if any, plan to implement corrective measures to minimize resignations from the organization.
Dr. M. K. Ravi
Advocate
From India, Delhi
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10Resignation is a voluntary separation of employees. You cannot stop it but can reduce it to a minimum level. Before taking steps to reduce resignations, you need to identify the actual reasons for such resignations, not just what they mention in their resignation letter. Conduct a survey in the company to gauge employee satisfaction in terms of the working environment and other HR policies. After gathering honest feedback from employees and reviewing resignation letters/exit forms, if any, plan to implement corrective measures to minimize resignations from the organization.
Dr. M. K. Ravi
Advocate
From India, Delhi
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Dear Purvi Aggarwal,
To get the proper replies to the post, you could provide a little more information about the situation. Please confirm the following:
a) What is your position in the company? How many employees does your company have?
b) What is the present attrition rate in your company? Is it higher than the industry average?
c) What is the meaning of "multiple resignations"? Does it refer to several employees resigning at the same time?
d) Have you studied the causes of employee attrition? Have you conducted an "Attrition Analysis" as detailed in this post?
e) To control attrition, what preventive measures have you taken? Have you conducted "stay interviews"? If yes, what is the procedure?
In addition to the questions above, here are a few reasons for employee attrition:
f) Employee attrition is an issue of the organization's culture. Without the top leadership considering a cultural change, changing the culture is impossible.
g) The organization's culture mirrors the mindset of the top leader. The company's culture reflects the leader's psychology. Just as personality is to a person, culture is to an organization.
h) Poor recruitment is a reason for employee attrition. Instead of focusing on deliverables, the emphasis might be on finding a candidate within a specific salary range. When a wrong hire occurs, it can lead to conditions where the employee chooses to leave.
i) Another cause of employee attrition is failing to calculate the (i) cost of attrition and (ii) cost of poor recruitment.
j) Poor interpersonal relationships in the company can also lead to employee attrition. Do the top leadership or managers speak disrespectfully? Given the choice between higher pay but less respect and lower pay but more respect, Indian employees tend to choose the latter.
Final Comments: Employee attrition is a complex issue that may take years to address fully. However, the timing and nature of the first steps taken are crucial!
Thanks,
Dinesh Divekar
From India, Bangalore
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To get the proper replies to the post, you could provide a little more information about the situation. Please confirm the following:
a) What is your position in the company? How many employees does your company have?
b) What is the present attrition rate in your company? Is it higher than the industry average?
c) What is the meaning of "multiple resignations"? Does it refer to several employees resigning at the same time?
d) Have you studied the causes of employee attrition? Have you conducted an "Attrition Analysis" as detailed in this post?
e) To control attrition, what preventive measures have you taken? Have you conducted "stay interviews"? If yes, what is the procedure?
In addition to the questions above, here are a few reasons for employee attrition:
f) Employee attrition is an issue of the organization's culture. Without the top leadership considering a cultural change, changing the culture is impossible.
g) The organization's culture mirrors the mindset of the top leader. The company's culture reflects the leader's psychology. Just as personality is to a person, culture is to an organization.
h) Poor recruitment is a reason for employee attrition. Instead of focusing on deliverables, the emphasis might be on finding a candidate within a specific salary range. When a wrong hire occurs, it can lead to conditions where the employee chooses to leave.
i) Another cause of employee attrition is failing to calculate the (i) cost of attrition and (ii) cost of poor recruitment.
j) Poor interpersonal relationships in the company can also lead to employee attrition. Do the top leadership or managers speak disrespectfully? Given the choice between higher pay but less respect and lower pay but more respect, Indian employees tend to choose the latter.
Final Comments: Employee attrition is a complex issue that may take years to address fully. However, the timing and nature of the first steps taken are crucial!
Thanks,
Dinesh Divekar
From India, Bangalore
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