Durga Chaitanya Prasad.K & Prashanth.

M – II MBA
DVR & HS MIC COLLEGE OF TECHNOLOGY,
KANCHIKACHERLA
 OV E RV I E W
 What is Attrition?
 Attrition Rates
 Certain Realities of employee attrition
 Associated costs with attrition
 Reasons for Attrition
 Control Measures
 Brighter side of attrition
 Conclusion
“A reduction in the number of
employees through retirement,
resignation or death.”
Simply, we can say it as
‘the lifespan/longevity of an
employee in an organisation’
Attrition
rate
Comparative Position of Attrition in BPOS
across the Globe
Attrition rates in
different sectors
 attrition rate in
different sectors (2007)
 ATTRITION REASONS
Gender
Education
Personal Marital
Status
Age

EMPLOYEE
ATTRITION

Monetary factors
Lack of Growth

Other Mismatch of Job

Job stress
Working hrs
Lack of recognition
Findings about Employee Attrition:

 Attrition always happens.

 Some attrition is desirable; hence it is
not always bad.
 Salary hike doesn’t work all the time.
 Manager’s role is critical in managing
the attrition and
 Reducing attrition rate takes
commitment from top management.
 Recruitment
Cost

Lost
Training
Productivity
Cost
cost

Associated
Costs

Motivational Administration
Cost Cost

Talent Cost
31% • Career Advancement

22% • Pay Benefits

20% • Lack of Fit to Job

17% • Work Environment

8% • Flexibility

2% • Job Security
 Monetary Factors

 Lack of Trust, Respect and support from

co-workers and management

 No growth opportunities.

 Employee needs pride in where he

work & what he do.

 Lack of appreciation.

 Stress from Overwork

and Work-Life Imbalance.

 Too little coaching and feedback

 The mismatch between

Job and Person.
 Offer attractive and competitive monetary packages .

 Mentoring.

 Identify and appreciate performance.

 Encourage participation of employees regarding

the future endeavours of the organization.
 Conduct “stay” interviews

 Employee Engagement Practices.

 Transparent
work policies.

 Adapt Open-door policy.

 Minimize and resolve grievance.

 Encourage humour & laughter
in workplace.

 Offer excellent career

growth prospects.

 Induction program and Exit

interview are very important.

 Make wiser choice while hiring

employees.
 GREEN YELLOW RED

• Who are • Who • who are

not might looking for
looking for look out a change at
a change after 6 the
months moment
 Removes Bottle-neck.
 Creates space for the entry of new talents.
 Infuses new blood into the organization.
 New thoughts, ideas, and hence, more innovation
and creativity.
 Knowledge of best practices from across the industry is
brought in
? QUESTIONS ?
?