Minimizing Attrition: Strategies for Success

High attrition exists due to a variety of internal & external

factors/reasons1
• Workplace Harassment
• Lack of Recognition or Appreciation
Workspace • Poor Work-Life Balance
Environment • Cultural Gap Issues
• Favoritism and Bias
& Culture
• Public Humiliation
• Inadequate Compensation • Ethical Violations
• Excessive Work Hours • Insufficient Training
• Leave Mgmt. Challenges Training & Opportunities
• Limited Growth • Lack of Mentorship
Compensation Development
Opportunities • Outdated Training
• Inconsistent Pay Practices & Benefits Methods
• Ignored Shift Preferences
Causes for
Staff
Attrition

Communication External
• Language Barriers & Language Factors
• Lack of Multilingual Support Barrier • Economic Downturn
• Miscommunication • Industry Instability
• Limited Language Proficiency • Authoritarian Management • Competition from Other
• Personal Relationships Employers
• Equity and Fairness Management • Regulatory Changes
• Lack of Vision or Direction Style & • Technological Disruption
• Absence of Feedback Leadership
• Micromanagement

1. Problems are listed basis an anonymous survey conducted within a limited work population in TFS Operations & Kitchen depts.
 Problem prioritization for a focused solutioning approach
Prioritization Levers

Category Problems/Reasons Impact on Emotional well- Frequency1 Ease of Resolution Problem Statement Scope2 Priority
being
Cultural Gap Issues LOW LOW HIGH Yes 3
Workplace Harassment HIGH MEDIUM HIGH Yes 1
Favoritism and Bias MEDIUM HIGH HIGH No 3
Workplace Public Humiliation HIGH HIGH HIGH Yes
Environment 1
Ethical Violations HIGH MEDIUM LOW Yes 2
Lack of Recognition or Appreciation LOW HIGH HIGH Yes 1
Poor Work-Life Balance HIGH MEDIUM LOW Yes 2
Inadequate Compensation HIGH MEDIUM LOW No 3
Excessive Work Hours MEDIUM MEDIUM LOW Yes 2
Compensation Leave Management Challenges MEDIUM HIGH HIGH Yes 1
and Benefits Ignored Shift Preferences MEDIUM HIGH HIGH Yes 1
Inconsistent Pay Practices HIGH MEDIUM HIGH No 3
Limited Growth Opportunities HIGH MEDIUM HIGH Yes 1
Insufficient Training Opportunities LOW LOW MEDIUM Yes 2
Training and Lack of Mentorship HIGH MEDIUM HIGH Yes
Development 1
Outdated Training Methods MEDIUM LOW HIGH Yes 2
Language Barriers MEDIUM MEDIUM LOW Yes 2
Communication Lack of Multilingual Support HIGH MEDIUM MEDIUM Yes 1
and Language Miscommunication LOW LOW HIGH Yes 2
Limited Language Proficiency MEDIUM LOW MEDIUM Yes 2
Authoritarian Management HIGH HIGH MEDIUM No 3
Management Personal Relationships HIGH HIGH HIGH No 3
Style and Equity and Fairness HIGH HIGH HIGH No 3
Leadership Absence of Feedback LOW LOW HIGH Yes 3
Micromanagement LOW HIGH MEDIUM Yes 1
Economic Downturn HIGH LOW LOW Yes 2
External Factors Competition from Other Employers HIGH MEDIUM LOW Yes 1
Regulatory Changes LOW LOW LOW No 3
1. Denotes the number of times the issue/concern has been raised in open/closed forums 2. Certain reported issues/concerns are omitted in this scope
Impactful solutions for high priority problem statements
Impact on Employee Ease of
Problems Potential Solutions Retention Implementation Priority
Enforce a zero-tolerance policy for harassment, coupled with regular employee training MEDIUM LOW 3
Workplace
Harassment Establish confidential reporting channels and conduct swift investigations into complaints HIGH MEDIUM 1

Train managers on delivering feedback discreetly HIGH LOW 2

Public Humiliation
Set clear guidelines against behaviors that undermine employee dignity MEDIUM MEDIUM 2
Lack of Recognition Employee recognition program for consistently rewarding outstanding performance LOW HIGH 3
or Appreciation Foster a culture of gratitude through personalized expressions of thanks HIGH HIGH 1
Leave Mgmt. Streamline leave processes with a centrally managed system HIGH MEDIUM 1
Challenges Train managers on leave policies to ensure consistency and fairness LOW MEDIUM 3
Ignored Shift Implement a transparent shift allocation process that respects employee preferences HIGH MEDIUM 1
Preferences Offer flexible scheduling options to meet both personal and operational needs HIGH LOW 2
Limited Growth Develop a clear career advancement framework HIGH LOW 2
Opportunities Provide skill-enhancement programs to prepare employees for future roles HIGH MEDIUM 1
Establish a formal mentorship program pairing employees with experienced mentors HIGH LOW 2
Lack of Mentorship
Train mentors to enhance their coaching abilities HIGH MEDIUM 1
Lack of Multilingual Hire multilingual staff or provide language training for improved communication HIGH MEDIUM 2
Support Implement translation services and create multilingual resources for accessibility LOW LOW 3
Equip managers with delegation skills to empower their teams HIGH MEDIUM 1
Micromanagement
Cultivate open communication and trust between managers and employees HIGH LOW 2
Competition from Stay abreast of competitor practices and salary trends through regular market research. HIGH LOW 2
Other Employers Enhance TFS brand with positive employee experiences and recognition initiatives. HIGH HIGH 1
 Top 8 Ideas to be implemented in the next 3-6 months
1st Priority Solutions 2nd Priority Solutions 3rd Priority Solutions

Now 3-6 months 3 months 6 months

Solutions to be taken up on priority Implementation Tool/ Method Stakeholders Involved

Establish confidential reporting channels and
Standard reporting tool/method to be adopted
conduct swift investigations into harassment HR & IT
across all work levels
complaints

Foster a culture of gratitude through personalized

Culture to be adopted via series of
expressions of thanks, for appreciating hard- TLs & above (all depts.)
fortnightly/monthly events at TL levels
working employees

Streamline leave processes with a centrally • Google form/ Microsoft form

managed system • Mobile App IT
• Any other digital platform
Implement a transparent shift allocation process Centralized database (MS Excel/Google Sheets) to
that respects employee preferences capture employee preferences

Quarterly/ mid-year performance reviews to be

Provide skill-enhancement programs to prepare
done with 3600 feedback; growth plan to be All Managers
employees for future roles
discussed & recorded

Training plans & manuals to be put in place; HR/ Central Recruitment

Train mentors to enhance their coaching abilities
regular evaluation to be conducted Team

Manager delegation training to be enhanced;

Equip managers with delegation skills to empower
outbound training an option GM/ HR
their teams
Mid-year evaluation of manager

Enhance TFS brand with positive employee Success stories/ extraordinary efforts to be posted
Marketing/ HR
experiences and recognition initiatives. on social media platform to enhance brand image