Attrition in IT Industry

Prepared by:
Lalita Rawool
(21)
Nikhil Gharat
(29)

Attrition:
A reduction in the number of employees through
retirement, resignation or death.
Attrition rate:
The rate of shrinkage in size or number.

Attrition in IT Industry

Reasons for Attrition

Salary hike
Promotion
Less onsite opportunities or may be onsite

opportunities
Brand
Job satisfaction
Facilities
Working Environment
Work Pressure.

Prominent Reasons in IT
Industry
Work culture and management
Dynamic Salaries
Transformation in lifestyles, identity and family
Lack of good leaders
Increasing percentage of women employees
PDC-Product Development Companies
Quality of the work

Associated cost with high

attrition
Talent loss
Recruitment cost
Motivational cost
Lost Productivity Costs

Step to Reduce Attrition:

1) Focus on Exit-interviews
Employers should not ask
why are you leaving?
rather they should ask
when you start searching for a job?
Getting an insight and inside scoop can really help. It gives
information about internal problems,employee;s perceptions of the
organization, underlying workplace issues and colleagues.
2) Let employees know that their opinions are valuable. Ask them to
open up. Listen to employees ideas; never ridicule them.
3) Compliment and Thank you employees for their valuable
contribution. Recognize and celebrate their success.

4)Setting up a feedback mechanisms to maintain

consistency in performance and high motivation
levels. Offer performance feedback and praise good
efforts and results.Criticise but Praise publicly.
5) Give them job security
6) Providing opportunities of learning by constantly
upgrading the skills of employees
7) Paying attention to employees personal needs and
participation
8) Gauging the needs of the employees through open
communication and polls.

9) Communicate goals, roles and responsibilities so that

people know what is expected from them and feel a
part of crowd.
10)Keep employees inform about the happening in the
company so that they will be confident about the
future or not to look for better opinion.
11) Encourage humor & laughter in workplace to deal
with stress which will ensure that the employees are
happy which gets reflected in their services especially
critical in voice based transaction.

12)Feeling valued by their managers or superior in the

workplace is a key to high employee motivation and
morale.
13)Not hiring employees who have a history of jumping
from one job to other. Recognizing the contributions
of achievers would also inspire others to try hard and
put in their best.
14)Group cohesiveness also helps in copping with the
attrition. Built teams and generate competition
between them.

15)The attrition battle could be won by focusing on

retention, making work a fun place, ongoing learning
and treating applicants and employees in the same
way as subordinate.
16)Infusing creativity in the routine job and
communicate the firms larger objectives and goals to
each employee to achieve that objective.
17)It has been observed that attrition rate was lower
when employees perceived their workplace as a fun
environment and viewed their jobs as enjoyable.

18) Monotony and stress have contributed to increased

attrition rate. So keep changing the duties or position
of employees after fixes period.
19) Induction program and Exit interview are very
important.
20) Identify the key employees of the firm or categorize
the employee according to need of the firm. It will
help you to customize your retention program.

21)Your staff members must feel rewarded, recognizes

and appreciated. Monetary rewards, bonuses and gifts
make the thank you even more
appreciated.Undersstanble raises tied to
accomplishments and achievements help to retain
staff. Offer an attractive, competitive, benefits
package.
22)Select the right people in the first place through
behaviour-based testing and competency screening.

23) Demonstrate respect for employees at all times.

Treat the employees well & provide a dignity of job.
24)If a key employee resigns, it should be taken up on a
priority basis and kept confidential as far as possible
and the senior management should meet the employee
to discuss his reason for leaving and evaluate if his
issues bear merit and whether they can be resolved.
25)People want to enjoy their work. Make work
fun.Engage,employ the specials talents of each
individual.