Attrition Management : Retaining Vs. Fresh Hiring… Trim the hedge at the right place & right time..

Old Grandma Story…

• Employee are meant to retire .. ( Conditions apply #@$%)

• People want to make career’s .. – They love challenges catalyzing their growth even on cost of changing career’s.

• People who feel secure in their jobs become complacent. – They look for Employability rather than employment.

• Companies that have no hesitation laying off surplus employees do better than companies that go to great lengths to keep their workers employed.

aTTRITION mANAGEMENT means..

• Managing your business's workforce is an ongoing task that requires constant evaluation to identify productive employees and separate them from those who are more suitable for replacement.

• But the decision between retaining or replacing an unproductive employee isn't an easy one.

The reasons people leave organizations are not the same as the reasons people stay.

Types of Employees.

Driver

Critics Detached

Resident

Satisfaction

Motivation

RETAINING THE

• Employees who act as Entrepreneurs living to contribute beyond the boundaries..

• Are the apple of the eye – Target audience of a good retention Strategy ..

• They are greedy for challenges & hungry for growth & drive the organization to pinnacle.

Wash the……

• Clearly identifying the weeds in the system & uprooting is a constant and indispensible need of the hour.

• Retention bar goes higher – Not only High loyalty, Productivity but engagement level is desired by employees..

• Working hard is not the mantra – but working smart with sure short results..

Retaining the Rainmakers …

• Hire the right fit.. ( Lock & Key arrangement )

– Right skill for the role , right attitude for the culture of the team .. at large the organization.

• Silk smooth transition … ( First impression is the lasting experience )

– Transition to the organization should be a exciting and soothing experience.

• Keeping the challenges alive…. ( Balancing the weights )

– Keep the environment competitive and conducive.

Retaining Strategies for different levels..

Completing the Circle..

Cultural Outlook

• Japan• China• Korea• US and UK• Sweden & Norvey• Middle East• India

Motivation +

Manage Attrition of good performers by

Role and Outlook improvement + Some

Fresh Hiring

Fresh Hiring as per the requirement + Attrition Management as per the industry practice + Talent Development

Fresh Hiring more than Required + All possible ways to manage attrition + Talent Development

Accelerate Forced Attrition

Fresh Hiring + Talent Development

Fresh Hiring + Keep even the average performer charged up + Talent Development

Growth Rate

Decline MaintainedFast Growth

Em

ploy

men

t Sce

nario

Tale

nt A

vaila

ble

Tale

nt N

ot a

vaila

ble

Impact of Economic Growth

Fresh Hiring + Good Motivation

Fresh Hiring + Aggressive Attrition Management

General Motivation Only Hold the Folk

Industry/ Economic Growth Rate

Com

pany

’s G

row

th R

ate

Slow

Slow

Fast

Fast