attrition is one of the main problem that we noticed in many organisation. To be free from attrition is a key skill that you need to learn. this is very important these days to use its analytic and metrics. write mail to askme@jagabandhujena.ga for more details

1. ATTRITION… BREAKS THE BACK BONE OF ORGANIZATIONS
Attrition… one of the worst situations of every organisation now a day. Every organisation wanted to
get rid over it but in fact only few of them can overcome it. Employees are pillars of an organisation. They
are resources for an organisation. Entrepreneurs reach the peak, achieve their goals, get name and fame,
and may be somehow because of their dedicated employees who have given their best out of best. We all
know it very well. Think this way, “if you have a very good business plan and but you have incompetent
resources/ manpower to execute it-” what are the consequences? Think… Again…and Again… This is not
only for Entrepreneurs but also for all of us who are in a position to make decision about Resources, about
Manpower Planning, about Talent Management.
In a span of 60 days, 49 employees have been left the organisation. A huge number. Some were resigned,
few were terminated and others were absconded. Something is wrong and is hitting the backbone of the
organisation again & again. We can realize the situation. It’s because of, we are not able to manage it well
or something is there that we don’t know how to handle it. I am trying to get the fact. I have taken a recent
instance which has happened 12days back. Two employees were terminated. Officially it is because of not
following Safety rules and Regulations. I have spoken to both of them. One is supervisor level and other one
is team leader. They are dedicated workers and motivate leaders – I know them well.
After going through lots of discussion and reviews, I realized few decisions are totally wrong and does not
make any real sense. These two employees while carrying out their job they saw, some technical stuff was
laying down near machine and it reduces the machine capacity as a result production is getting lower. As
there was less manpower at that time and all are engaging in some other job, these two have to set it
properly to increase the production rate. They were doing the same with less safety precaution. It may be
bad luck for them- the safety visit was there by the quality control board and it was noticed by them. They

2. called them and ask to them to leave (resign) without any explanation. These two employees are shocked
with this decision. They wanted to explain themselves, wanted to prove themselves but no one has the time
and patience to listen it. No one know about the actual matter that was going on inside, it was resulted as
termination. Only the reason was not following Safety rules and regulations. There was not a single chance
given to them to explain the truth. Maintaining safety regulations is good for employees but
termination???????....... Now, a question may arise, how can they do it ?....... If they have broken safety
rules, then they may be punished by suspending them for couple of days or may give a warning letter. But
Termination….!!!!!! No way....!!! But this is the fact and HR …….. Handicapped.
After spending 3-4 years, taking ownership in job, leading a team and managing everything in a proper
way- at the end if you will get this result… how will you take it?.... It will hurt a lot. I can see the pain in
their eyes while discussing. It was not a good situation. “One of them said, we were not apologize for what
we did, it was the benefit for organisation, even we are not feeling bad for leaving this organisation, only it
hurts when we leave organisation like this”. Now we may understand that this may not be the right decision.
After 6 days, I got shocked when 3 more resignations from same project, same team knocked the HR door.
It’s not because they were from same team. It’s because they are insecure. They need an assurance from
employer that “we are here & will take care of you”. They have their family to run and have got some other
opportunities.
When employee joins an organisation, never want to leave organisation within a short time period.
Everyone wanted to be with a long term relation. “They wanted to take responsibilities, ownership and
wanted to be someone, not everyone”. A question arises, “why such a massive attrition happens in every
organisation?” I asked this question to some HR experts… and yes got an answer which may be well aware
among all. I researched it physically, by one to one discussion, small and quick survey with employees,
asked lots question, some get irritated and few gave me excellent answers. As a result I found that, we were
well aware about this and as follows:
1. Workplace politics
2. Better pay
3. Mis-match of Job roles
4. Lack of growth
5. Very few supportive colleague
6. Inability to manage pressure
7. Lack of respect and pride
8. Health problem
9. Lack of good working conditions
10. No flexible timing
I do not know how many of you would agree to these reasons, but is true. It may not be necessary to explain
it in brief- more or less we know it. We know how to control it. But….. (N number of excuses). Due to
attrition, organisation growth gets disturbed and few of changes are as follows:
1. Increases COST Center: Recruitment cost, On the Job training cost, low productivity cost etc.
2. Low productivity- Knowledge transfer
3. Brain drain - Loss of knowledge, expertise,

3. 4. Loss of picked up business relationships
5. Negative impact on other team members or employees.
6. Benefit to competitor
7. Excess work load
8. Most important factor is surroundings- effect on other employees.
It has been found that attrition has a massive psychological effect on other employees. They feel insecure.
Which directly effect on job accuracy, work load and then performance? We give number of excuses when it
happens and by knowingly or unknowingly blame-game starts here.
How can we control it?
Many of the organizations have a worked on it to control attrition. They know it well, how to control and
execute it in every stage. Sr. Managers/Leaders play a vital role, their motivation and leadership skills help
them to handle it in a better way. These below factors really matters to control attrition.
1. Workplace motivation and assurance from organisation leaders.
2. Line Managers should establish a connection between the lower level and top management.
3. Support HR initiatives aimed to retain people.
4. Managing employee’s growth Properly
5. Develop Leaders at all Levels.
6. Train Leaders in the skills they need to manage effectively.
7. Treat Employees Like customers.
8. Benefits & amenities for employees.
These are few reasons for that people wants to work organizations like, GOOGLE, APPLE and some other
companies. Let’s create an environment where all employees will put their best and take the ownership of
job and will kick out the ATTRITION.
Thank you.