Employee Attrition
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Let’s Talk About The Harsh Truth – Employee Attrition

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As good as the announcement of a new employee joining sounds, an old one leaving hurts! The more joyful you are while preparing for the onboarding, the harder it gets to download and issue that relieving letter format. Guess we have made our point by now that employees leaving an organization is not a good sight to watch. Now, if we talk about what makes the employees resign or leave and how to cope up with the situation, we must first understand what employee attrition means? Employee Attrition is the reduction in the number of working staff members due to voluntary or involuntary circumstances. Considering organic reasons, retirement and bond/ tie-up/ contract completion are the major two reasons. But, when it comes to avoidable terminations, quite a few scenarios arise. 

So, let’s see some of the primary reasons that employees say good-bye and how to control the same:

What are the reasons for Employee Attrition?

  • Lack of Rewards and Recognition/ Appreciation

“Employees work for wages, but they live for appreciation”. So, clearly when they don’t feel valued or acknowledged for their efforts, they lose the drive to work and will eventually plan to leave the organization. 

  • Insufficient Growth Opportunities

One of the main reasons that employees stick to one organization is a promising career. If the desired skill development, salary increment and performance appraisal or promotion is not given, employees soon lose interest in their jobs.

  • Poor Organizational Management

Bad working environment, poor organizational culture and a lack of process administration can be one of the predominant reasons for a fading interest in one’s job. Employees easily get annoyed with the mismanagement of activities and can look for better opportunities or ask you anyday for an experience letter format.

  • Inability To Achieve Targets/ Underperformance

This is from a different perspective where employees have to leave an organization. Many times, due to numerous reasons, the workforce is unable to be productive, deliver the assignments and achieve the targets. This is when they move out on their own or are terminated by the employer.

How to reduce Employee Attrition?

  • Organize Ample R&R Programs

As a resolution to employees feeling unworthy and underappreciated, rewards and recognition programs must be organized to give awards, medals, trophies and certificates for acknowledging their extraordinary achievements and efforts.

  • Take Care of Employee Satisfaction

Whether it is recreational activities, timely release of salary or maintaining work-life balance, employers should take care of the employee satisfaction quotient. Also, regular feedback must be taken to improve upon the same.

  • Assign Suitable & Doable Responsibilities

Work pressure or irrelevant/ unsuitable job responsibilities can result in employee attrition. They will no longer be interested in doing the uninteresting work assigned to them. So, it is better to evaluate what is the best-suited job, else they can ask for a relieving letter format anytime.

  • Focus on Employee Training & Upskilling

This is one thing that not only reduces employee attrition but will also increase productivity of the business to a great extent. Employees will be satisfied with the upgradation in their competence and you will be happy with the performance and improved numbers.

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