attrition,attrition,attrition new

8/8/2019 Attrition,Attrition,Attrition New

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RESOURCEMANAGEMENT

TOPIC: ATTRITIONMANAGEMENT IN

TODAYS SCENARIO


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Ni t is h Kir t i 4 72

R ac hn a L ac h ke 53 0

Dee pi k a Mi t t al 536

A amis h a N ai k 538

C hinm a y a Ner k ar

53 9

J uzer P a t h an w al a 5 4 0

Pooj a R au t 5 48

A t ul W ag hm are 562


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ATTRITION,ATTRITION,ATTRITION

EVERYWHERE ATTRITION..!!!

Why..???


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Erasing Weathering

Dental Attrition

Housemaid

Language Attrition


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Take away my factories, but leave my people, and soonwe will have a new and better factory ."

-AndrewCarnegie

(The AmericanSteel Billionaire)


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f employees are o be

,roducts heir shelf l ives

are ett ing shorter

A ttritio nttritio n


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ATTRITION


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Mr. HappyJob satisfactionWork ex: 5

years

Mr. UnhappyHates his jobDesperate for

change

THEPLOT


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Its a Monday.again..!!The same office, the same

people and the same workIve an entire week to pass byand Im exhausted on the veryfirst day of the weekcallsfor a

cup of coffee..


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Ma y b e H a p p y c o u l d h e l p m e o n m y j o b f r o n t I s h o u l d t r y a n d t r a c e h i m

G O O D M

O R N I

N G

M R H A

P P Y

H E R E

. .

TALK,TALK,TALK..!!!


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BACK TO CLASSREASONS FOR ATTRITION:

In Equity In CompensationLimited Career OpportunitiesRole StagnationMismatch Of Job ProfileJob Stress And Work Life ImbalancesOdd Working HoursLack Of Responsibilities

MonotonyWomen EmployeesEducationLack Of CommunicationDiscriminationLack of Relationship with their boss


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..LASHBACK

M y B ad O ld D a y

s

No C a ree r P ros pec t s S t ress

G r a ve y a rd S h i f t

He a l t h P ro b le ms


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I F e e l S o G o o d H a p p y W i l l S u r e l y H e l p Me O u t I n T hi s ..H e I s T he B e s t

P e r s o n At T he Mo me n t T o H e l p Me ( s mi l e s )


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The only means by which Ill beagain happy is by leaving my

job..leaving this companyIvealready started finding new jobs


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W a i t , w a i t ! ! ! ..Y ou c a n t l ea v e y ou r c ompa ny N ow , c a l m d o

w n y ou r s el f a nd j u s t mu l l ov er t hi s H a v e y ou ev er t hou g ht how mu c h w i l l be y ou r or g a ni z a t i on s l os s w hen a s u s t a i ned empl oy ee l i k e y ou w i l l a ba nd on i t ?


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Companys loss???

Hmmmmlet me think, letme think, let me thinkkk


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Well, let me enlighten youon thisThe company willhave to bear the cost oftalent loss, recruitmentcost, training cost, lost

productivity cost


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Back to class

Company's loss due to attrition:

Loss of talentRecruitment costTraining cost

Motivational costLost productivity cost

Replace cost > Retain cost


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In order to retain employeescompanies like mine try and workon the softer elementslikeappreciation, opinions, informalgatherings,to name a few


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Back to classSMALL DEEDS??...THEY MAKE A DIFFERENCE

Appreciation

Opinions valuable Employees informedUpdate employees with technical information Address staff by their first names Publicly praise accomplishmentsCriticize privatelyInformal activitiesInvolve employees in organizational planningRemind employees that they are valuable


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That sounds nice!!!!!You feel so home in such an organization

But..pay, bonuses, job enrichment, etc.also matters.A blend of all these is

just what I need!!!!!!

A company likeGOOGLE seemsperfect to me!!


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Hmmm..agreed..but its not onlyGOOGLE who does that.a companylike mine also does loves itemployeesmy company has adopted20 best retention practices .itsevery employees desire to be a partof such organizations who follow

similar practices.Want me toelaborate..hold on..!


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The 20 best Retention tools for curbing Attrition

LOVE EM or LOSE EMLOVE EM or LOSE EM

Attractive and Competitive compensationIdeal examples:

PAY EXEPTION @

Individual/Group recognition @

Clearly communicating what is expectedIdeal example:

Structured Training program @ELI LILLY & CO.(India) Pvt. Ltd.


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People stay or leave becauseof their bosses

and not the companies

Training the front-line , managers andAdministrators.

Ideal example:

Selective Leadership development mentor programs @


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Quantified and Qualitative BenefitsIdeal example:

Social Security Systems in

Enhancement, Advancement andProgression opportunities.(Eg.): Job RotationsIdeal example:

Treatment towards higher qualification@ Computer Sciences Corporation (India)pvt. Ltd.


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Retention Bonus (vaccations , paid club memberships, etc.)Ideal example:

Cash Bonus Plans and Performance based bonuses @

Process Ownerof Retention

StrategiesImplementation


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Employees Engagement Practices(Stay Interviews, ASKPT

Employee Satisfaction Surveys, etc.)Ideal example:

Engagement of employeestowards Social

Responsibility followed by

Teamwork and Cross-Functional Team

Ideal example:

Sapient Corporations


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Fun @ work(Talent Competitions, Sport activities, Picnics, Etc)

Ideal example:

Parties , picnics @

Demotivation to work on holidays @

Clear Department-wise Mission Statement


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Job Enrichment

Ideal example: Strategic Roadmap Meeting by

Transparency in Communication

Ideal example:


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Encouragement of Higher Learning

Ideal example: Personality Development Systems, $3000 every year toward educational reimbursements, Online library by

Flexibilty (Flexible work hours,)

Ideal example:


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Pragmatism

(On-site child care centres, dry cleaning,Involving spouses in CSR activities etc.)

Effective Induction Programme

Ideal example:

23 day Induction programme @

1 month day induction programme @


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Never ever threaten an employees job orIncome

Ideal example:

Workplace Ambience

Value your Employees

These are the people who make youlook goodIdeal example:


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The y deal t wi t h recession in a

splendid wa y!!!

The y nei t her f ired an y of

t he

emplo yees.nor did t he y cu t on

t raining.. The y belie ve, Bes t t alen t

leads t o t he sur vi val of business.

The y concen t ra t ed on emplo yee

de velopmen t which will help t hem t o

sur vi ve in t he long run


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EasiestEasiestways toways tocut costscut costsduringduringRecessionRecession Redundanciesedundancies

urbing onurbing on

There is a negative impact of both when the economic growthreturns.

Business who opt for redundancies are left without skllied andmotivated talent.

Businesses that dont invest in talent are 2 and a half times

more likely to fail, while those that carry on training willrecover more uickl .


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Setting an Example :

During the down turn, HONDA had 2 options:

Option 1:

Making 1300 people redundant

Option 2:

Closing down for 2 months retaining all the 4800 employees on basic

Why???It used this downturn as an opportunityto train its employees in businessdevelo ment techni ues and other skills.


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Amazing !!!!! No one can

ever think about leavingsuch a company!!!!!Its a dream company


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Seriously true!!!!!

My company conducts EXIT INTERVIEWS .so as to learnfrom their mistakes.And have adopted some modelsto curb attrition.Let meelaborate


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E ve r y co m p a n y s ho u

ld e m u l a te

s uc h a n o r g a n i z a t io n. i t c l

e a r l y

m a n i f e s t s t he p r ide

a n e m p lo ye r

h a s t o w a rd s h i s e m

p lo yee s

A pe r f ec t e x a m p le o f

a co m p a n y

T h a t c a n s a t i a t e m y need s !

Back to class

0-90 daysAttrition

Management Model


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. .2 more models rachna is yet to mail

E

ffectivene

ss

0 to 30 31 to 60 61 to 90

et honest jobexpectations

ast behavior redi ct s futu re

behavior

,an they learn retain& apply

information

an they manage nterpersonal

ature of job

o they have the right eam leader ?

Steps to reducing 90 daysAttr i t ion


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I s o w i s h l a nd l i ne s c o u l d ha v e b e e n

m a d e p r e p a i d e s p e c i a l l y o f f i c e .

l a nd l i ne s e m p l o y e e s t a l k a s i f i t s

.

t he i r p r o p e r t y

H o w t he y f a i l t o u nd e r s t a nd w e

t e l e p ho ne s a l s o s u f f e r f r o m S T R E S S

( :

C O U R T E S Y v a r i e d d e g r e e s o f , ,

c o nv e r s a t i o ns i nt e ns e l i g ht he a r t e d

, ,).. d r a m a r o m a nc e s o m a ny e m o t i o

ns a t

! a g o

, .!!!E u r e k a

E u r e k a P ar t i e s t o t he

c o nv e r s a t i o n hang u p o n e ac h o t he r .( ..)r e s t


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Moral of the story

If you pick the right people andgive them the opportunity to spreadtheir wingsand put compensationas a carrier behind ityou almost

don't have to manage them.

Never try to teach a pig to sing; itwastes your time and it annoys the

pig.

Appreciate your employees andthey will reciprocate in thousand

ways


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attrition,attrition,attrition new

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