Dear all,
In my view high attrition rate is very bad. If attrition rate is below 15% is acceptable. More than that is harmful to the company. With new employees organisation will get benefit in terms of new ideas, innovations which enables organisation growth.
regards
S.N.Rahaman
BASIX
From India, Hyderabad
In my view high attrition rate is very bad. If attrition rate is below 15% is acceptable. More than that is harmful to the company. With new employees organisation will get benefit in terms of new ideas, innovations which enables organisation growth.
regards
S.N.Rahaman
BASIX
From India, Hyderabad
Hi,
I think it is better for any org. to have "healthy attrition" percentage, successful companies have the policy of forced attrition ie: they ask bottom 5% or 10% of the employees who are not performing to leave the company......i know of some great companies who adapt this policy to : differentiate performers, infuse fresh blood with different perspective and also communicate to the employees that the company takes care of the performers.
But i do agree that involuntary ( resignations) attritions has to be very minimal for any org. to succeed.
SM
From India, Hyderabad
I think it is better for any org. to have "healthy attrition" percentage, successful companies have the policy of forced attrition ie: they ask bottom 5% or 10% of the employees who are not performing to leave the company......i know of some great companies who adapt this policy to : differentiate performers, infuse fresh blood with different perspective and also communicate to the employees that the company takes care of the performers.
But i do agree that involuntary ( resignations) attritions has to be very minimal for any org. to succeed.
SM
From India, Hyderabad
Hello SM:
>I think it is better for any org. to have "healthy attrition" percentage<
Well managed employers must lose some of their best employees because the best employees need a chance to advance in their careers and most such employers do not have enough positions available for all their good employees.
>successful companies have the policy of forced attrition ie: they ask bottom 5% or 10% of the employees who are not performing to leave the company.<
Why are these employees not performing?
>i know of some great companies who adapt this policy to : differentiate performers, infuse fresh blood with different perspective and also communicate to the employees that the company takes care of the performers.<
It seems to me when employers fire the bottom 5 to 10% per year they are admitting that they you do not know how to screen out bad hires.
>But i do agree that involuntary ( resignations) attritions has to be very minimal for any org. to succeed.<
I agree and the secret to reducing attrition is improving the selection process.
Bob Gately
From United States, Chelsea
45>I think it is better for any org. to have "healthy attrition" percentage<
Well managed employers must lose some of their best employees because the best employees need a chance to advance in their careers and most such employers do not have enough positions available for all their good employees.
>successful companies have the policy of forced attrition ie: they ask bottom 5% or 10% of the employees who are not performing to leave the company.<
Why are these employees not performing?
>i know of some great companies who adapt this policy to : differentiate performers, infuse fresh blood with different perspective and also communicate to the employees that the company takes care of the performers.<
It seems to me when employers fire the bottom 5 to 10% per year they are admitting that they you do not know how to screen out bad hires.
>But i do agree that involuntary ( resignations) attritions has to be very minimal for any org. to succeed.<
I agree and the secret to reducing attrition is improving the selection process.
Bob Gately
From United States, Chelsea
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