"EMPLOYEE ATTRITION".
If we look at the present global scenario we find attrition rates to be high. Now this again cannot be generalised and varies from Industry to Industry. But many Industries are facing this problem. Any clue as to why this is happening?
Well this again has to do with the Professional environment, the work culture, employee engagement and various other factors prevalent. A new hire is subjected to many new cultural aspects, beliefs and technological aspects which he / she might have never come across. A new hire is like a just born baby for any organization and its now up to the organization to give him/ her the required maternal care. Just like a baby grows from one stage to the other in the same way an Employee grows with the organization. First crawls and then when confident and empowered with weapons of wisdom, knowledge, technical know how, and Resistance towards the cultural shocks starts walking. Who do you think should be most happy when an Employee learns how to Walk?
Now here comes my query: then why is the attrition so high (sector wise)?
When all the needs stated in the Maslow's theory are taken care off then why do companies have to live under the dark veil of "fear of loosing a competent employee". When the Hygiene factors are sound and Hygienic to protect the Employees against disease then, what is that intangible force which provokes Employees to leave the organization?
I ask a Question to all: what will a tier 1 organization do if it looses an employee who is productive and has been enjoying all the employee benefits and services?
TATA Company in the early 2000 came with a scheme of "Golden handshake" which was a Voluntary Retirement scheme. This was done to show pink slip to those whom Tata's found to be cost centric, as they were less productive and more cost incuring. People took a lump sum amount and willingly shook hands with the company. This opened doors for fresh engineering, non engineering and management graduates and people willing to serve the company to join the group. And now look at the growth chart after acquiring Corus and Jaguar. They are running like "black beauty" whose winning is destined.
The organization.why? because while all this nurturing and growing up process is "on" the Employee develops an affinity towards the organization and soon becomes a part of it. Later stage this bonding turns out to be fruitful for the organization. Employees are given all perks and benefits and a healthy work environment to grow.
Now here comes my query: then why is the attrition so high (sector wise)?
People tend to focus on least important things only when they feel the most important aspect of life is not worth paying attention. when an Employee is being given all the benefits he/she requires for a normal peaceful living then why is attrition so high?
When all the needs stated in the Maslow's theory are taken care off then why do companies have to live under the dark veil of "fear of loosing a competent employee". When the Hygiene factors are sound and Hygienic to protect the Employees against disease then, what is that intangible force which provokes Employees to leave the organization?
Don't you think this questions ought to be answered?
When organizations are going global and the complexity of the Business is getting more and more dense, loosing an Employee is like calling your own Death. To understand this issue i think we need to do a PDCA (plan , do , check and act) kind of analysis. Where we should try to figure out the reasons behind it? Employee leaving the organization in absence of: healthy work environment, good compensation, harmonious work culture, perks and wages, sounds normal but isnt it a matter of concern when they leave the organization even though they are flooded with the needs.
I ask a Question to all: what will a tier 1 organization do if it looses an employee who is productive and has been enjoying all the employee benefits and services?
well i think i have atleast hit the iron when its hot. so i leave this forum open for you to think and discuss.....
Now let us look at this situation in a slightly twisted manner
Isn't it better to have Attrition rather than having an Employee who is non productive, hostile and a demotivator for others? Lets take a live example: the example here talks why attrition was entertained?
TATA Company in the early 2000 came with a scheme of "Golden handshake" which was a Voluntary Retirement scheme. This was done to show pink slip to those whom Tata's found to be cost centric, as they were less productive and more cost incuring. People took a lump sum amount and willingly shook hands with the company. This opened doors for fresh engineering, non engineering and management graduates and people willing to serve the company to join the group. And now look at the growth chart after acquiring Corus and Jaguar. They are running like "black beauty" whose winning is destined.
But inviting people for a hand shake can also be dangerous. Tata's got their hands burnt when Productive employees also took VRS along with the other employees.
Now the Query is Why do we need to check on Attrition? The simple answer to it can be:
- Because hiring a new employee is costly.
- Organizations need to discover the "thin red line" between Employee Psychology and Attrition.
- To check on loosing an Employee who is productive.
well i conclude with a feeling that Attrition tickles your mind to think.....
