is a costly dilemma for all organizations.
Control attrition with effective communication - build strong,
Is ATTRITION important in your organization?
costs 12 to 18 months’ salary for each leaving manager or professional,
and 4 to 6 months' pay for each leaving clerical or hourly employee.
According to a study by Ipsos-Reid, 30% of employees plan to change jobs
in the next two years. Do the math and discover how much your company
may pay for attrition.
Although employee turnover can help organizations
evolve and change, an American Management Association survey showed that
four out of five CEOs view employee retention as a serious issue for
organizational success. If managers know the real causes of
attrition, managers can control attrition and retain employees.
Each retained employee can save money and lead to
Why Employees Leave
Most employees leave their work for
reasons other than money - and your organization can correct these
reasons. Most leaving employees seek opportunities that allow them to
use and develop their skills. Leaving employees want more meaning
in their work ... they often indicate that they want to use their qualities
and skills in challenging teamwork led by capable leaders.
- Hourly employees notice whether they are treated
with respect, have capable management and interesting work
- Clerical employees voice concerns such as "type
of work," "use of skills and abilities" and "opportunities to learn"
- Professional employees cite concerns about
"supervisory coaching and counseling," "company direction" and
- Managerial staff cite "career growth" and
"leadership" as the major factors that influence their
decisions to stay or leave, together with "opportunities for
management" "ability of top management" "use of skills and
abilities" and "work/family balance"
Corning Glass reported that New employees
who attend an employee orientation program are 70% more likely to be with the company three
Lee Hecht Harrison, a HR consulting firm,
advises, "More employees will leave following a restructuring
than are laid-off or terminated during downsizing. This lost
talent, and cost can be minimized through good communication."
Exit interviews provide an excellent
source of information of internal problems, employees' perceptions of
the organization, underlying workplace issues, and managers' leadership
Employee turnover can often be attributed to poor managerial performance,
intelligence and ineffective leadership. Hiring poorly selected or improperly
trained managers can be expensive .
A Workforce Magazine article, "Knowing
how to keep your best and brightest," reported the results of
interviews with 20,000 departing workers. The main reason that employees
chose to leave was poor management. HR magazine found that 95 percent of
exiting employees attributed their search for a new position to an
Hire attitude; Train skills
We can help you hire and inspire
appropriate employees ...
- Build positive, friendly, teamwork attitudes and
commitment to customer services
- Help new employees feel comfortable as they
participate as valued team members
- Provide periodic refresher courses to maintain
team purpose and functionality
Modeling to rapidly transfer expert skills within a workforce
Reduce Attrition: Managers and Professional Employees
We can help you adjust your company
vision and manager's performance reviews to reflect employee turnover,
and provide mentoring and interpersonal training to inexperienced
- Develop and communicate a strong strategic vision
- Provide relationship coaching and help people
develop to their potential
- Reward managers for their relationship skills -
not only for technical know-how and financial results
- People don’t leave jobs, they more often leave managers!
Replace managers who will not develop relationship skills
Reduce Attrition: Clerical and Hourly Employees
We can help people communicate. Most
employees want to know more about their work. We can explain each
process and help employees understand the importance of their work. Your
employees will become more knowledgeable about their effectiveness. Here
are a few ways ...
- Address staff by their first names
- Involve employees in organizational planning
- Update employees with technical information
- Let employees know that their opinions are
- Titles cost little and remind employees that they
- Compliments and thanks cost little and can bring
- Keep employees informed - don't let them hear
important news through rumors
- Create community with activities such as informal
meals or events outside work
- Publicly praise what the employee has
accomplished and say why it was important
- Criticize privately about what the employee can
do better and explain how to do it better
"People" Skills for Managers
attrition control programs to
help keep your
Provide your managers with
good communication and leadership skills.
We offer effective systems coaching,
coach training and mentorship.