Hello Everyone,
Currently, one of our departments is facing issue of high attrition. We had a team of around 20 people in that department. There are senior members who are leaving the organization. We have hired freshers but they are also leaving either within training period (we pay stipend of Rs. 2500 for initial one month training period) or after completion of training period (after completion of training period, we hire them as trainee software engineer and give proper salary.
Please suggest what are different ways of reducing this attrition?
Gaurav
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From India, Pune
9Currently, one of our departments is facing issue of high attrition. We had a team of around 20 people in that department. There are senior members who are leaving the organization. We have hired freshers but they are also leaving either within training period (we pay stipend of Rs. 2500 for initial one month training period) or after completion of training period (after completion of training period, we hire them as trainee software engineer and give proper salary.
Please suggest what are different ways of reducing this attrition?
Gaurav
-----------------------------------
From India, Pune
Hi Gaurav, You should find out the reason why employees are leaving the organization, take exit interviews etc..also try to change things which makes employees uncomfortable. All the best.
From India, Mumbai
From India, Mumbai
Hi Gaurav,
Do you conduct exit interviews to find out the reasons for leaving.
As far i Know an employee leaves the organisation for :
1) Higher Salary or Bigger company
2) Not happy with the current manager
3) As his friends are leaving to join other company, as a team he is also leaving.
Try to find out the actual reasons and implement the accurate solution.
Let me know if you require more help from me in this matter. You can contact me anytime on the below mentioned details.
From India, Hyderabad
Do you conduct exit interviews to find out the reasons for leaving.
As far i Know an employee leaves the organisation for :
1) Higher Salary or Bigger company
2) Not happy with the current manager
3) As his friends are leaving to join other company, as a team he is also leaving.
Try to find out the actual reasons and implement the accurate solution.
Let me know if you require more help from me in this matter. You can contact me anytime on the below mentioned details.
From India, Hyderabad
Pl. analysis the below mentioned Points :
1. Past History of the dept.
2. Are Poaching is done
3. culture is a problem
4. Underpaid as per comapre to Market or competitor
5. Wrong Selection process
6. Introduce the Bond system
7. HOD needs to be flexible and give confidence in people
8. Employee engagement should be done from the day one
9. Flexible Working Hours
10. Show them the future graph of promotion and increement at the time of joining
11. Introduce Incentive plans and motivational plans
12. Introduce the exit interview form and collate all the data to find the real reason and find the solution.
13.Spent ur maximum time with the new joinee till the time they are not comfortable
The problem is hiding in ur organisation , pl. bring in open and present to management that is the job of HR otherwise the Organistion will die slowly .
From India, Mumbai
1. Past History of the dept.
2. Are Poaching is done
3. culture is a problem
4. Underpaid as per comapre to Market or competitor
5. Wrong Selection process
6. Introduce the Bond system
7. HOD needs to be flexible and give confidence in people
8. Employee engagement should be done from the day one
9. Flexible Working Hours
10. Show them the future graph of promotion and increement at the time of joining
11. Introduce Incentive plans and motivational plans
12. Introduce the exit interview form and collate all the data to find the real reason and find the solution.
13.Spent ur maximum time with the new joinee till the time they are not comfortable
The problem is hiding in ur organisation , pl. bring in open and present to management that is the job of HR otherwise the Organistion will die slowly .
From India, Mumbai
Hi Gaurav,
No person joins a new company to leave it in two months or three months, every body wants stability.
From my point of view the following can be te reasons:-
1) Working environment
2) Ambiguity in role, responsibility and duties of the employee
3) Supervision, immediate manager
4) Friction between the goals of the company and employee
5) growth opportunity
6) market scenario
7) Compensation, other benefits
8) unfulfilled promises by the company
9) Internal politics - Something between managers and teh company etc
Remedies:-
Have exit interviews, talk to the employees on weekly basis, address their problems with management etc.
I hope this will be of some help.
Thanks
Neetu
From India, Pune
No person joins a new company to leave it in two months or three months, every body wants stability.
From my point of view the following can be te reasons:-
1) Working environment
2) Ambiguity in role, responsibility and duties of the employee
3) Supervision, immediate manager
4) Friction between the goals of the company and employee
5) growth opportunity
6) market scenario
7) Compensation, other benefits
8) unfulfilled promises by the company
9) Internal politics - Something between managers and teh company etc
Remedies:-
Have exit interviews, talk to the employees on weekly basis, address their problems with management etc.
I hope this will be of some help.
Thanks
Neetu
From India, Pune
Sara, Madhav and Shivram,
Thanks a lot for your suggestions. I am sure this is really going to help me to overcome this issue.
Gaurav
P.S.: Anshuman, I will consider your proposal and will discuss the same with management after experimenting with above given suggestions by members.
From India, Pune
Thanks a lot for your suggestions. I am sure this is really going to help me to overcome this issue.
Gaurav
P.S.: Anshuman, I will consider your proposal and will discuss the same with management after experimenting with above given suggestions by members.
From India, Pune
Every,
Thanks a lot for your suggestions. I am sure this is really going to help me to overcome this issue.
Gaurav
---------------
P.S.: Anshuman, I will consider your proposal and will discuss the same with management after experimenting with above given suggestions by members.
From India, Pune
Thanks a lot for your suggestions. I am sure this is really going to help me to overcome this issue.
Gaurav
---------------
P.S.: Anshuman, I will consider your proposal and will discuss the same with management after experimenting with above given suggestions by members.
From India, Pune
Hi Gaurav Take one on one personnel interviews take them in cofidence ask them them about the organization culture ask them about the presurerization in the organization ask them about there comfort.
From India, Pune
From India, Pune
Dear Mr. Gaurav,
The problem that you have posted is not new and every organisation faces this to some degree. As I see it if there is a greater level of attrition in one department in your organisation, there can only be a few specific reasons: (i) The domain knowledge of this department may have a booming market and there may be a market pull and your salaries are not in tune with the market; and (ii) There is serious relationship problem within the department and perhaps people are disenchanted working under a specific boss/manager.
Remedies: Talk to everyone who leaves, perhaps a structured Exit Interview. This will give you some indication, but not the truth. No one will tell all the truth on the day of leaving, pending receipt of full and final settlement and proper relief. They also would like to land on a new job without any hinderance from the organisation that they are leaving. Therefore, talk to them overphone after a couple of weeks and you will get all the pent up emotions and feelings flowing out naturally. A couple of discussions with the same guy with a gap of a week or so will reveal more. That would help you to get to the bottom of the chronic problem that exists in this department.
a) If you salary does not match, you need to escalate to the appropriate level with evidence and help them to benchmark your salaries, designations, working conditions, terms of service, direct and indirect benefits, working time etc. and then your organisation can take correctie actions.
b) If the reason is a relationship issue, carefully but objectively look inwards. If you are careful and sensitive, you can trace it to some people within the department, who do not let others stay long enough. If this is so, any amount of salary corrections, improvement of service conditions, training, counseling, job enrichment etc., would not help. You have to address this problem. If this relates to the Team Leader or the Boss of the department or the Head, things would not improve unless this person or a group that is in control, changes his/its attitude, relationships and leadership styles. Developmental interventions suchs as training, performance couseling, plain-speaking and other soft options are perhaps the way to improve the department. You can consult an Organisational Development Expert or a Behavioural Expert to help you understand and take remedial solutions.
c) Appraise your senior Management of your assessment at every stage and let the facts speak for themselves through comparative data of attritions in different departments. You will have to get the buy-in of those who can take decisions in this regard and some of it can be really tough.
d) Paying Rs.2500/- during the training period (even if it is one month), will only attract those who are desperate for a job and once they are with you, they will try to improve their compensation, by applying to other companies. If you wish that people do not leave as quickly as they come, please review this policy specifically. Unless you invest during the training period, you have no right to harvest when someone is trained. No doubt those who are trained on a decent salary may also leave. But that is a risk that you have to take.
Hope I have been able to clarify.
EIRVALSA
From India, Madras
The problem that you have posted is not new and every organisation faces this to some degree. As I see it if there is a greater level of attrition in one department in your organisation, there can only be a few specific reasons: (i) The domain knowledge of this department may have a booming market and there may be a market pull and your salaries are not in tune with the market; and (ii) There is serious relationship problem within the department and perhaps people are disenchanted working under a specific boss/manager.
Remedies: Talk to everyone who leaves, perhaps a structured Exit Interview. This will give you some indication, but not the truth. No one will tell all the truth on the day of leaving, pending receipt of full and final settlement and proper relief. They also would like to land on a new job without any hinderance from the organisation that they are leaving. Therefore, talk to them overphone after a couple of weeks and you will get all the pent up emotions and feelings flowing out naturally. A couple of discussions with the same guy with a gap of a week or so will reveal more. That would help you to get to the bottom of the chronic problem that exists in this department.
a) If you salary does not match, you need to escalate to the appropriate level with evidence and help them to benchmark your salaries, designations, working conditions, terms of service, direct and indirect benefits, working time etc. and then your organisation can take correctie actions.
b) If the reason is a relationship issue, carefully but objectively look inwards. If you are careful and sensitive, you can trace it to some people within the department, who do not let others stay long enough. If this is so, any amount of salary corrections, improvement of service conditions, training, counseling, job enrichment etc., would not help. You have to address this problem. If this relates to the Team Leader or the Boss of the department or the Head, things would not improve unless this person or a group that is in control, changes his/its attitude, relationships and leadership styles. Developmental interventions suchs as training, performance couseling, plain-speaking and other soft options are perhaps the way to improve the department. You can consult an Organisational Development Expert or a Behavioural Expert to help you understand and take remedial solutions.
c) Appraise your senior Management of your assessment at every stage and let the facts speak for themselves through comparative data of attritions in different departments. You will have to get the buy-in of those who can take decisions in this regard and some of it can be really tough.
d) Paying Rs.2500/- during the training period (even if it is one month), will only attract those who are desperate for a job and once they are with you, they will try to improve their compensation, by applying to other companies. If you wish that people do not leave as quickly as they come, please review this policy specifically. Unless you invest during the training period, you have no right to harvest when someone is trained. No doubt those who are trained on a decent salary may also leave. But that is a risk that you have to take.
Hope I have been able to clarify.
EIRVALSA
From India, Madras
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Employee Engagement – Scaling Down Attrition.pdf
SAMPLE Employee Attrition Calculation sheet for FY 09-10 .xls