How Attrition works in

an Organisation
Work flow of Attrition
Resignation of employee

Retention conversation(first level)

Retention conversation(second level)

• Third level
• Decision of employee-(Resignation or stay in organization)
• Acceptance of resignation(HRIS)
• F&F initiation
• NDC
• Relieving letter given after NDC given
 Different reasons for employ exits
Before getting into the attrition control, we need to know the exact
reasons of exits and then work accordingly for employ retention and
attrition control.
• Reasons for exits like personal reasons can be highly subjective.
• Most employs don’t disclose the exact reason of leaving unless they find the
concerned HRs and their subordinates approachable and someones who will
listen.
• But knowing the exact reasons is integral to a company for employ retention.
• Its important to know reasons of exits from both employee and the employer’s
side to delve deep into the issue of attrition.
Factors affecting
attrition
Relations with company, boss and subordinates.
Tenure of employee.
Minimum wages policies.
 Issues with Manager
Approachability
Comfort zone
Manager’s behavior with his team members
Sometimes a manager is giving good outputs to company but doesn’t treat his juniors well.
Employ productivity is integral
to how much efforts a
company puts for his retention
If a highly productive employee is leaving an organisation