Attrition

This came up as an answer to a query on the linked in network on what are the causes for attrition and how to stop it or contain it .

Each organisation would have its own unique reasons for experiencing attrition. It’s a complex question and there are no simple answers.

I suggest a few steps that can be used to find solutions to this problem.

Don’t look for simple cause-effect reasons and try to fix them
Start with the top management clearly and unambiguously communicating to the organisation that it is very serious in resolving the issue and is willing to commit its time, energy and resources to resolve the problem and address its causes.
An intelligently designed questionnaire to all employees, which even the top management fills out. [They need to ask themselves too]
The answers of the questionnaire analyzed in active participation with the employees, causes thrown up discussed and debated and the problem defined, which should as a result of this process itself, point towards genuine issues causing attrition.
Gain Agreement on proposed solutions using the same process
Create clear action plans, with time frames and fix responsibilities, allocate management bandwidth and resources to tackle the issues.
Execute the agreed plan diligently, monitor and communicate the same continuously.

I believe, an organization which is serious about resolving the issue can do it. It like any other worthwhile effort and it takes a strong commitment, courage and honesty of purpose, to do it. The employees themselves when they see all this in action, stop, rethink and participate and hereby half the battle is won.

Harish Nair