Hello,
Yours is a small company but the attrition rate in big companies like Infosys, TCS, Wipro etc. is quite alarming. The environment at these big IT companies is quite comfortable and there are a lot of facilities also and the salary structure is also good. There seems to be good scope for further improvements but still there is problem of attrition of atleast+5%, may be 10%.
I have a small IT company and I get the technocrats from big IT companies for my work. I find that they leave the company on account of various reasons including but not limited to as below:
1. They do not get multiple exposure in these companies. They keep on doing the same thing all the time, may be with higher salary in time to come.
2. The boss or supervisor is not cooperative in their view and so they decide to leave the company.
3. They get a good jump in salary structure and better respect in small companies. They are more respected here.
4.They normally leave the company on account of some referrals, being their friends. They try to work with their friends who happen to work in small company and recommends them.
5.There may be some domestic circumstances, near the parental home, due to to timings of the office, due to some personal reasons too.
Mahavir Mittal
From India, New Delhi
28Yours is a small company but the attrition rate in big companies like Infosys, TCS, Wipro etc. is quite alarming. The environment at these big IT companies is quite comfortable and there are a lot of facilities also and the salary structure is also good. There seems to be good scope for further improvements but still there is problem of attrition of atleast+5%, may be 10%.
I have a small IT company and I get the technocrats from big IT companies for my work. I find that they leave the company on account of various reasons including but not limited to as below:
1. They do not get multiple exposure in these companies. They keep on doing the same thing all the time, may be with higher salary in time to come.
2. The boss or supervisor is not cooperative in their view and so they decide to leave the company.
3. They get a good jump in salary structure and better respect in small companies. They are more respected here.
4.They normally leave the company on account of some referrals, being their friends. They try to work with their friends who happen to work in small company and recommends them.
5.There may be some domestic circumstances, near the parental home, due to to timings of the office, due to some personal reasons too.
Mahavir Mittal
From India, New Delhi
Dear Abdeen,
It would have been nice if you could have given more data like which sector you work for.
Manufacturing? PR/Media? IT? Hospitality? Medical? Sales Marketing? what else.
Assumption's may be many. This forum can give you valuable in-puts if the query is specific.
You might be surprised, that the highest turnover in many cities especially in the F&B area. A good chef here today somewhere else tomorrow.
Another set of people who are in high demand are the nurses in the hospital.
Some companies which have outsourced their Housekeeping and Building maintenance, offering these services find it difficult to retain people such as Electricians, Plumbers, Cleaners, etc., face the challenge of attrition.
You could be in IT or Advertising too.
Post the data reap the information that will flow through.
From India, Hyderabad
It would have been nice if you could have given more data like which sector you work for.
Manufacturing? PR/Media? IT? Hospitality? Medical? Sales Marketing? what else.
Assumption's may be many. This forum can give you valuable in-puts if the query is specific.
You might be surprised, that the highest turnover in many cities especially in the F&B area. A good chef here today somewhere else tomorrow.
Another set of people who are in high demand are the nurses in the hospital.
Some companies which have outsourced their Housekeeping and Building maintenance, offering these services find it difficult to retain people such as Electricians, Plumbers, Cleaners, etc., face the challenge of attrition.
You could be in IT or Advertising too.
Post the data reap the information that will flow through.
From India, Hyderabad
Dear Abedeen, There can be many causes.I feel that the need to leave is due to the immediate boss whom you cannot get along with & the culture of the organization. Regards
From India, Mumbai
From India, Mumbai
At lower levels salary is the most important criteria for quitting whereas at higher levels it is learning opportunity, leading a team, getting responsibility of important matters and finally recognition & appreciation of job well done.
From India, Mumbai
From India, Mumbai
Thanks all for your views and suggestions.
Our company is into medical sector. Each employee has it own need so factors differ. So I am trying to summarize the factors.
I agree with Mr.Ramana because of competition in medical sector and scarcity of resources attrition is high as compare to other sectors.
From India, Bhubaneswar
Our company is into medical sector. Each employee has it own need so factors differ. So I am trying to summarize the factors.
I agree with Mr.Ramana because of competition in medical sector and scarcity of resources attrition is high as compare to other sectors.
From India, Bhubaneswar
Hai abedeen,Hope you r fine. i feel your post is relevant in this scenario, past few days am went a hunt in the same matter and get a fare answer in the attrition.Pay scale is not too much involve the matter but other some important aspects will be involved. finally developed a concepts of Star fish Eye.Now am happy to say after that i can handle the attrition.
From India, Ernakulam
From India, Ernakulam
Hai abedeen,
hop you are fine, In this Scenario attrition discussion is most relevant.company's searching a fare solution to stop the attrition in them, few months back i go through the sea (Attrition) after that i understood salary and the package is a secondary aspects of the employee,before that we wants treat pleasantly the environment.Few months back we face 45% attrition.Now the support of our analysis and in time implementation of Our New concept STAR FISH EYE Helps to wake up from the all threats.if you want my supports you can feel free contact me sandeepkgovind @08606081094
From India, Ernakulam
hop you are fine, In this Scenario attrition discussion is most relevant.company's searching a fare solution to stop the attrition in them, few months back i go through the sea (Attrition) after that i understood salary and the package is a secondary aspects of the employee,before that we wants treat pleasantly the environment.Few months back we face 45% attrition.Now the support of our analysis and in time implementation of Our New concept STAR FISH EYE Helps to wake up from the all threats.if you want my supports you can feel free contact me sandeepkgovind @08606081094
From India, Ernakulam
Sandeep Govind,
I saw your star fish concept with interest and have come to appreciate it, primarily because I personally too feel salary and the package is a secondary aspects of the employee.
The other aspects are
[BDISCRIMINATION -[/B] Personal experience - dates back to year 1990, the company I was with had a number of BITS-ians from different streams CSE to dual/sandwiched degrees etc. The decision of the management for fixing compensation was CSE on a 20% higher start compared to the other courses. I opposed this vehemently and my battle for justice to bring them on par took 13 months. I brought them on par with the others after all members of the management board except the Chief endorsed it. He too succumbed in the larger interest of the organization and the future. Everyone was brought on the same level, and sadly after a month all 35 them left the company to join another. I was DISAPPOINTED, and felt let down, but they all told me during the exit interview that they were really grateful to me for the efforts but they wanted to teach the management a lesson hence the exit.
People also leave when they feel they are DISCARDED, DISRESPECTED, personally (emotionally) DISTURBED, or feel DISENGAGED because they DISLIKE - what they are pursuing, or the environment they prevail in. Such people DISASSOCIATE themselves with the company and the rest too, then perhaps do a DISSECTION and DISCOVER a new self.
That's it from me now, for a DISTRIBUTION of events that may trigger attrition.
From India, Hyderabad
I saw your star fish concept with interest and have come to appreciate it, primarily because I personally too feel salary and the package is a secondary aspects of the employee.
The other aspects are
[BDISCRIMINATION -[/B] Personal experience - dates back to year 1990, the company I was with had a number of BITS-ians from different streams CSE to dual/sandwiched degrees etc. The decision of the management for fixing compensation was CSE on a 20% higher start compared to the other courses. I opposed this vehemently and my battle for justice to bring them on par took 13 months. I brought them on par with the others after all members of the management board except the Chief endorsed it. He too succumbed in the larger interest of the organization and the future. Everyone was brought on the same level, and sadly after a month all 35 them left the company to join another. I was DISAPPOINTED, and felt let down, but they all told me during the exit interview that they were really grateful to me for the efforts but they wanted to teach the management a lesson hence the exit.
People also leave when they feel they are DISCARDED, DISRESPECTED, personally (emotionally) DISTURBED, or feel DISENGAGED because they DISLIKE - what they are pursuing, or the environment they prevail in. Such people DISASSOCIATE themselves with the company and the rest too, then perhaps do a DISSECTION and DISCOVER a new self.
That's it from me now, for a DISTRIBUTION of events that may trigger attrition.
From India, Hyderabad
Hi Abedeen
Out of my experience, there are several reasons make employees leave a company.
1. competitive salaries in the same industry.
2. Nature of work and its environment –
3. Some kind of labor work need only to increase the number of rests during the day and then it guarantees to reduce employees leaving .
4. Working for Long hours . some companies creates the part time work
5. age of employee some time doesn’t fit the nature of work e.g. most of the millennium employees likes to work in the field of electronics, such as mobiles, computers and its peripherals ..
6. marital status ( Married employees stay longer in the work)
7. culture of society that required a communications and visits between relatives and friends the thing which is difficult to employees to scope and compromise with work and this drive them to leaves work.
8. If an employee doesn’t get well orientation and good training in the beginning this may effect and employee later.
Regards
A'Hakeem
From Saudi Arabia, Jarir
Out of my experience, there are several reasons make employees leave a company.
1. competitive salaries in the same industry.
2. Nature of work and its environment –
3. Some kind of labor work need only to increase the number of rests during the day and then it guarantees to reduce employees leaving .
4. Working for Long hours . some companies creates the part time work
5. age of employee some time doesn’t fit the nature of work e.g. most of the millennium employees likes to work in the field of electronics, such as mobiles, computers and its peripherals ..
6. marital status ( Married employees stay longer in the work)
7. culture of society that required a communications and visits between relatives and friends the thing which is difficult to employees to scope and compromise with work and this drive them to leaves work.
8. If an employee doesn’t get well orientation and good training in the beginning this may effect and employee later.
Regards
A'Hakeem
From Saudi Arabia, Jarir
Dear All,
Hope all My dears are Fine, It was a hot Topic to Discuss in this Scenario, but some one does not bother about the situation.Am an HR person Leading Engagement and Attrition Department,We go through ton of analysis and Research and finally we concluded its a balancing process in the organization no one can stop the attrition but one can that is the Employee.I Would like to share some Criteria we analyses few months back 1.Salary: If the person get salary more than the expectation can him stay back the company long time.
2.Competitive salary : Folk You wants to share how much was the competitive Salary, suppose one Jump from one another how to find out what is the competitive salary.
Finlay we Conclude our Intervention Salary Does not a parameter to Attrition, rather than HR wants to do to Retain.
Am saying with a live Experience I had recruit 5 Btech Student and we paying minimum wage of those now they all are passed 4 Years in same company . How its happen You should find out the answer from both success and failure then we can get a Suitable Answer.
Warm Regards
SANDEEP K K
HR Generalist
From India, Ernakulam
Hope all My dears are Fine, It was a hot Topic to Discuss in this Scenario, but some one does not bother about the situation.Am an HR person Leading Engagement and Attrition Department,We go through ton of analysis and Research and finally we concluded its a balancing process in the organization no one can stop the attrition but one can that is the Employee.I Would like to share some Criteria we analyses few months back 1.Salary: If the person get salary more than the expectation can him stay back the company long time.
2.Competitive salary : Folk You wants to share how much was the competitive Salary, suppose one Jump from one another how to find out what is the competitive salary.
Finlay we Conclude our Intervention Salary Does not a parameter to Attrition, rather than HR wants to do to Retain.
Am saying with a live Experience I had recruit 5 Btech Student and we paying minimum wage of those now they all are passed 4 Years in same company . How its happen You should find out the answer from both success and failure then we can get a Suitable Answer.
Warm Regards
SANDEEP K K
HR Generalist
From India, Ernakulam
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