Hello, I need proper guidance on how to control attrition.. our company is a BPO and we are facing a bad time with attrition.. please help. regards
From India, Coimbatore
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2From India, Coimbatore
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Dear Sneha, Are you taking exit interviews?? Analysis the reasons for leaving and then take appropriate steps. For any clarification feel free to write or discuss.
From India, Mumbai
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From India, Mumbai
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Hi
The issue of attrition has always been the bugbear of all HR professionals. Broadly the reasons for attrition have by and large remained the same across industries, countries and cultures, with issues like low salaries, poor work conditions, lack of motivation, ineffective management, frustration with the job itself etc. taking center stage. Then there are other more personal reasons like growing ambition of the individual, a need to balance work and home, an urge to get away from stress and toil and live a more sedate life, work pressure, bad bosses etc.
However we cannot generalize these issues for the issues that actually trigger attrition vary from organization to organization, industry to industry and at a micro level from individual to individual. In a BPO for example, the employees are by and large very young and their motives for joining a BPO would drastically transform as they mature and their aspirations are higher. Similarly, the odd shift timings to suit overseas client requirements would at some stage not be viewed very kindly by those employees who believe they can find better alternatives. The point that I would like to emphasize is that you would have to study and analyze the reasons for attrition in your organization and then seek solutions to address those issues. Prasenjit Mishra in his reply has also reiterated this and given you a suggestion to use exit interviews as one tool to identify the reason for high attrition.
As a balm for your immediate relief, I am sharing a link sourced from this site, in which Amit Seth has given a host of suggestions to tackle attrition. You can access the same by clicking on this link https://www.citehr.com/51382-how-control-attrition.html
To motivate your employees you are welcome to check up the contents of the following Inspirational and Motivational blogs for some additional inputs
www.actspot.wordpress.com – Over 1,18,500 views and 740 followers
www.poweract.blogspot.com – Over 36,500 views and 190 followers
Regards
From India, Mumbai
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The issue of attrition has always been the bugbear of all HR professionals. Broadly the reasons for attrition have by and large remained the same across industries, countries and cultures, with issues like low salaries, poor work conditions, lack of motivation, ineffective management, frustration with the job itself etc. taking center stage. Then there are other more personal reasons like growing ambition of the individual, a need to balance work and home, an urge to get away from stress and toil and live a more sedate life, work pressure, bad bosses etc.
However we cannot generalize these issues for the issues that actually trigger attrition vary from organization to organization, industry to industry and at a micro level from individual to individual. In a BPO for example, the employees are by and large very young and their motives for joining a BPO would drastically transform as they mature and their aspirations are higher. Similarly, the odd shift timings to suit overseas client requirements would at some stage not be viewed very kindly by those employees who believe they can find better alternatives. The point that I would like to emphasize is that you would have to study and analyze the reasons for attrition in your organization and then seek solutions to address those issues. Prasenjit Mishra in his reply has also reiterated this and given you a suggestion to use exit interviews as one tool to identify the reason for high attrition.
As a balm for your immediate relief, I am sharing a link sourced from this site, in which Amit Seth has given a host of suggestions to tackle attrition. You can access the same by clicking on this link https://www.citehr.com/51382-how-control-attrition.html
To motivate your employees you are welcome to check up the contents of the following Inspirational and Motivational blogs for some additional inputs
www.actspot.wordpress.com – Over 1,18,500 views and 740 followers
www.poweract.blogspot.com – Over 36,500 views and 190 followers
Regards
From India, Mumbai
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You cannot change the biggest issue of low salaries. However, some quick steps that may help you curb the attrition rate include converting their work station into a fun place to work, being close to their family, and asking bosses to be more humane with them. This can be achieved through birthday celebrations, small team lunches, movie outings, etc.
Please let me know if you need any further assistance.
From India, Gurgaon
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Please let me know if you need any further assistance.
From India, Gurgaon
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There is no solution to this problem.
You can try doing these things:
1) Be nice to people. Smile. Sometimes give people a hug. Talk to them about themselves. Make jokes, etc. Listen to what they want, etc.
2) Spend money to make them happy. Promotions, out-of-the-way increments, gifts, picnic, etc.
However, these techniques are also not guaranteed to work because, by nature, human beings tend towards pleasure. They have no ties or loyalty towards anything except what will give them pleasure.
They will leave you if someone dangles a nicer carrot (higher pay, nice office, cabin, nice girls to look at, whatever).
Companies must realize that. They also don't really care for their people. When they have to downsize, they downsize. They don't go all touchy-feely about people at that time.
You have to realize that attrition is not a problem. It is one of the side-effects of institutionalized and organized business.
Sathyaish
Sathyaish Chakravarthy's personal website: [http://sathyaish.net](http://sathyaish.net)
From India, Ghaziabad
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You can try doing these things:
1) Be nice to people. Smile. Sometimes give people a hug. Talk to them about themselves. Make jokes, etc. Listen to what they want, etc.
2) Spend money to make them happy. Promotions, out-of-the-way increments, gifts, picnic, etc.
However, these techniques are also not guaranteed to work because, by nature, human beings tend towards pleasure. They have no ties or loyalty towards anything except what will give them pleasure.
They will leave you if someone dangles a nicer carrot (higher pay, nice office, cabin, nice girls to look at, whatever).
Companies must realize that. They also don't really care for their people. When they have to downsize, they downsize. They don't go all touchy-feely about people at that time.
You have to realize that attrition is not a problem. It is one of the side-effects of institutionalized and organized business.
Sathyaish
Sathyaish Chakravarthy's personal website: [http://sathyaish.net](http://sathyaish.net)
From India, Ghaziabad
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Hello Sneha,
In such situations, the boss has to take center stage. Ego issues, if any, floating within the organization, should be shown the door or the right place for ego is the dustbin. I also entirely endorse the viewpoints of Prasenjit and Jacob.
There are no quick-fix solutions to attrition. Stable HR policies evolved over the years, talking to people openly, understanding them, etc., may also help.
Regards,
Venkataraman
From India, Madras
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In such situations, the boss has to take center stage. Ego issues, if any, floating within the organization, should be shown the door or the right place for ego is the dustbin. I also entirely endorse the viewpoints of Prasenjit and Jacob.
There are no quick-fix solutions to attrition. Stable HR policies evolved over the years, talking to people openly, understanding them, etc., may also help.
Regards,
Venkataraman
From India, Madras
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Hi Sneha,
Attrition is one of the biggest challenges an IT/BPO company is facing today. Again, this is a cost to the company considering once an employee leaves, you have to start the process again of recruitment, training, onboarding, and other expenses, not to mention the gap left because a trained employee just quit.
What you can do:
1) Make, maintain, and share with the Top Management - the monthly attrition turnover rate. This will help them understand and take notice of how deep the problem is. You can also submit the cost ratio incurred because of this. This is necessary because only the management can make decisions to reduce the attrition rate.
2) Tools to be used:
- Exit Interviews: Employees who don't open up during their employment will share their true views during exit interviews.
- Periodic Employee Survey Reports: You can conduct an employee satisfaction survey maybe every 6 months.
- Employee suggestion box: Provide an option for an anonymous login so that employees can give suggestions without any apprehensions.
Analyze the reports generated by the above tools, try to pinpoint the reasons mentioned by the employees. Highlight the top 5-7 reasons and work towards their solutions.
You can segregate the reasons into headers like - Salary issues, Facilities, Employee motivation, etc.
a) Salary issues: Do a comparison of the salaries in the industry - level-wise, try to find the median salary, and see what you pay. If corrections are required, seek the management's help (this is why you submitted them the attrition rate report and the cost because of attrition report).
b) Employee Motivation: Try to maintain a friendly workplace. You can create an employee committee to organize events, get-togethers, fun events, etc.
This is just a brief idea, hope it helps.
Regards,
Prathiba Nair
From India, Pune
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Attrition is one of the biggest challenges an IT/BPO company is facing today. Again, this is a cost to the company considering once an employee leaves, you have to start the process again of recruitment, training, onboarding, and other expenses, not to mention the gap left because a trained employee just quit.
What you can do:
1) Make, maintain, and share with the Top Management - the monthly attrition turnover rate. This will help them understand and take notice of how deep the problem is. You can also submit the cost ratio incurred because of this. This is necessary because only the management can make decisions to reduce the attrition rate.
2) Tools to be used:
- Exit Interviews: Employees who don't open up during their employment will share their true views during exit interviews.
- Periodic Employee Survey Reports: You can conduct an employee satisfaction survey maybe every 6 months.
- Employee suggestion box: Provide an option for an anonymous login so that employees can give suggestions without any apprehensions.
Analyze the reports generated by the above tools, try to pinpoint the reasons mentioned by the employees. Highlight the top 5-7 reasons and work towards their solutions.
You can segregate the reasons into headers like - Salary issues, Facilities, Employee motivation, etc.
a) Salary issues: Do a comparison of the salaries in the industry - level-wise, try to find the median salary, and see what you pay. If corrections are required, seek the management's help (this is why you submitted them the attrition rate report and the cost because of attrition report).
b) Employee Motivation: Try to maintain a friendly workplace. You can create an employee committee to organize events, get-togethers, fun events, etc.
This is just a brief idea, hope it helps.
Regards,
Prathiba Nair
From India, Pune
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Dear Sneha,
One of the major reasons for attrition is lack of transparency during the hiring process. In order to attract employees, we present an idealized image, but the reality often falls short. This issue can be addressed by either providing a realistic view from the beginning so that only those genuinely interested in the job apply, or by ensuring that what is promised is delivered.
Regards,
Securityexpert
From India, New Delhi
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One of the major reasons for attrition is lack of transparency during the hiring process. In order to attract employees, we present an idealized image, but the reality often falls short. This issue can be addressed by either providing a realistic view from the beginning so that only those genuinely interested in the job apply, or by ensuring that what is promised is delivered.
Regards,
Securityexpert
From India, New Delhi
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Hello all,
Thank you for all your timely and useful suggestions. I will definitely try out all these ideas.
I want a few suggestions regarding placing a box in the office for our employees to jot down their feelings. This can be useful for us to understand the employees' perspectives.
Kindly tell me the pros and cons.
Regards,
Sneha
From India, Coimbatore
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Thank you for all your timely and useful suggestions. I will definitely try out all these ideas.
I want a few suggestions regarding placing a box in the office for our employees to jot down their feelings. This can be useful for us to understand the employees' perspectives.
Kindly tell me the pros and cons.
Regards,
Sneha
From India, Coimbatore
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Hello,
As per my personal experience, BPO/KPO sectors are not giving salaries and incentives on time, which is a reason for attrition in those kinds of companies. Another reason is that all the employees are sitting in the same hall, doing the same work and holding the same designation. So, if one person says they have found another job or starts to speak negatively about the company, it affects everyone because they are all at the same designation.
To address this issue, it is important to impress those employees who feel negative about the company. Handle negative feedback personally and share positive feedback openly. This approach is what I tried in my past company, and it was successful.
From India, Vadodara
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As per my personal experience, BPO/KPO sectors are not giving salaries and incentives on time, which is a reason for attrition in those kinds of companies. Another reason is that all the employees are sitting in the same hall, doing the same work and holding the same designation. So, if one person says they have found another job or starts to speak negatively about the company, it affects everyone because they are all at the same designation.
To address this issue, it is important to impress those employees who feel negative about the company. Handle negative feedback personally and share positive feedback openly. This approach is what I tried in my past company, and it was successful.
From India, Vadodara
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