How can an organization lessen the risk of attrition?
Attrition in the organization is referred to by the Human Resources as the gradual loss of employees over time. In general, relatively high attrition may cause problems for the companies and organizations. Attrition is manifested and reflected when employees voluntarily resign from their jobs.
There are several reasons why this may occur: employees move to other opportunities or some would already retire, they are realize that they are not suitable for the role they were hired to fill, or sometimes they look for employment opportunities that offers a more equitable work-life balance. Other employees may feel that they are being restricted and that they lack the experience of freedom required for them to perform at expected levels.
Attrition is also experienced when it is used by organizations as a restructuring strategy. This does not mean that they are downsizing the company but this means that when someone leaves the company, the vacancy will not be filled anymore and most likely will be removed from the structure. This may create positions that will help the remaining employees manage their career mobility and experience the chance of being promoted. This, may create a positive outlook for the employees given that several options exist.
However, when attrition occurs, the remaining duties and job responsibilities can burden employees and managers with additional duties with no increase in compensation. This can create a heavy working environment for the remaining employees since they will be taking on responsibilities without even having training. When this happens, this may lead to negative performance that could also lead to more employees leaving the organization.
In addition, causes of employee attrition can be as varied as employees having different outlooks and perspectives. The only time exposed to function does one employee realize that he might not be fit for the job. Other employees would leave an employer for a higher pay that they were offered or for career advancement reasons. But most of the time, employees seek for other employees because they are dissatisfied with their immediate manager.
This may be the most common reason why employees leave organizations — they do not have a pleasant working relationship with their immediate manager. And organizations should be able to look into this occurrences.
1.) Poor management techniques will result to employee attrition. Managers and supervisors who believe that giving employees a difficult time as motivation can prompt and provoke employees to seek of other available opportunities. This reinforces a negative working environment that would also eventually lead to negative and poor performance. When managers come down excessively on its employees, chances are, these employee will lose motivation to perform at a higher level and will eventually exhibit a fear of taking a risk and approaching the manager.
2.) Organizations should be able to address this concern and should be able to select managers and supervisors who are capable enough to create a positive working environment and motivating the employees to achieve more without compromising the employees drive to function. Organizations can also invest in training the managers to have coaching sessions that will assist them to adjust their management styles to become more approachable, friendlier, and personable.
3.) Organizations can also lessen the risk of employees leaving the company by means of providing the employees security. Employees who feel that they are not compensated enough for the work they are doing may lead to them losing motivation. This may also prompt them to compare compensation and pay with their peers outside of the organization. When they become doubtful of their position in the company, they will eventually feel the need to transfer to an employer that can provide with more. Organizations can invest in giving a competitive compensation package to its employees to boost their drive and morale. Several insurance schemes and HMOs can make employees decide to stay with the organization.
4.) Companies can also invest in their employees by providing internal and external training and certifications that will help the employees gain value and manage their achievements. Employees should receive the liberty to attend events and symposiums relating to their field so they can also gain additional knowledge that will help them create a benchmark of whatever is the current situation. Through this, employees will be able to manage their learning and development. Organizations should also recognize its employees and the work that they are dedicating to the company. In this way, employees will feel motivated and will boost their morale and dedication to their jobs.
5.) Communication can also lessen the risk of attrition. Employees feel the need to communicate for numerous reasons. Employees want to feel that they are being talked to, not talked at. Communication can help the employees receive an idea of what is happening in the company, what the future of the company would be, and where the employees stand in the company as well. Effective communication is key to creating a valuable and positive working environment. Managers and supervisors should be able to reach out the employees and acknowledge the work they have done, applauding their accomplishments, and helping the employees overcome problems and providing support that they need to become better employees. A unified workplace can lead to effective environment where employees are motivated and are achieving positive results.
Recruitment practitioners should be well aware of this occurrence. In the preliminary stages of the recruitment process, before hiring one candidate, recruiters should be able to inform the candidate about the job description and the expectations of the role. This can help weed out candidates who are incompetent and incapable and can ensure that the qualified people are accepted. Recruiters should also be able to assess a candidate’s work background, whether he has been a desirable employee working for his past employers. Another way to eliminate the risk of attrition in the recruitment process is be asking the candidate for references. Through this, the recruiter can easily evaluate the candidates profile through the words of the people that knows the candidate better.
Harper and Hill Executive Search Inc is partnered with companies that have strong foundation and can provide its employees with competitive compensation packages. Clients that have valuable work ethics and is capable of communicating with its employees. We also value the aspirations of our candidates and will direct them to companies that can fuel those aspirations. Harper and Hill Executive Search understands that attrition is inevitable but we make it a point that it becomes manageable. It may be unpredictable but we can create solutions that are attainable. It may be uncontrollable but we can make eliminating the risk achievable.
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Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez
Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.
Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez
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