nice for concept clarity

1. AA
Presentation on Why Attrition Rate isPresentation on Why Attrition Rate is
more in IT-Sector & what are the stepmore in IT-Sector & what are the step
taken to reduce it?taken to reduce it?
ByBy
Supriya RodeSupriya Rode

2. BB
Defining attrition:Defining attrition: A reduction in the number ofA reduction in the number of
employees through retirement, resignation or death.employees through retirement, resignation or death.
Defining Attrition rate:Defining Attrition rate: The rate of shrinkage in size orThe rate of shrinkage in size or
number.number.
Introduction:Introduction: In the best of worlds, employees wouldIn the best of worlds, employees would
love their jobs, like their coworkers, work hard for theirlove their jobs, like their coworkers, work hard for their
employers, get paid well for their work, have ampleemployers, get paid well for their work, have ample
chances for the advancement, and the flexible scheduleschances for the advancement, and the flexible schedules
so they could attend to personal or family needs as andso they could attend to personal or family needs as and
when necessary.when necessary.

3. CC
But then there’s the real world. And in the realBut then there’s the real world. And in the real
world,employeesa ,do leave, either because they wantworld,employeesa ,do leave, either because they want
more money, hate their co workers, want a change ormore money, hate their co workers, want a change or
because their spouse gets a dream job in anotherbecause their spouse gets a dream job in another
state.So,what does all the turnover cost? And whatstate.So,what does all the turnover cost? And what
employees are likely o have the highest turnover? Whoemployees are likely o have the highest turnover? Who
is likely to stay the longest?is likely to stay the longest?
Information Technology as an industry is very dynamic,Information Technology as an industry is very dynamic,
lots of staunch competitors in the same field. IT as anlots of staunch competitors in the same field. IT as an
industry is segmented into Global Consulting or Productindustry is segmented into Global Consulting or Product
Development companies. With the increased offshoreDevelopment companies. With the increased offshore
projects hitting, a lot of technological companies reprojects hitting, a lot of technological companies re
trying to acquire as many projects as possible. Lots oftrying to acquire as many projects as possible. Lots of
Projects coming to INDIA, due to cheap labour andProjects coming to INDIA, due to cheap labour and
professional excellence proved.professional excellence proved.

4. DD
If you compare the increasing demand for the ITIf you compare the increasing demand for the IT
professionals and the jobs that need to beprofessionals and the jobs that need to be
offshore in India, there is a huge dissonance inoffshore in India, there is a huge dissonance in
the demand and the supply.Naturally,acquirrngthe demand and the supply.Naturally,acquirrng
talents become difficult in such a situation.talents become difficult in such a situation.
Since the inflow of fresh talent is relativelySince the inflow of fresh talent is relatively
less, the same professionals in the market keepless, the same professionals in the market keep
moving from one companies to another.moving from one companies to another.

5. EE
Lot of things attract such individuals as well as there areLot of things attract such individuals as well as there are
reason for attrition as follows:reason for attrition as follows:
Salary hikeSalary hike
PromotionPromotion
Less onsite opportunities or may be onsiteLess onsite opportunities or may be onsite
opportunitiesopportunities
BrandBrand
Job satisfactionJob satisfaction
FacilitiesFacilities
Working EnvironmentWorking Environment
Work Pressure.Work Pressure.

6. FF
Work culture and management-IT industry is knownWork culture and management-IT industry is known
for its high pressure work atmosphere and longfor its high pressure work atmosphere and long
working hrs, which create high levels ofworking hrs, which create high levels of
stresss,employee and high attritions rates.stresss,employee and high attritions rates.
Transformation in lifestyles, identity and familyTransformation in lifestyles, identity and family
Lack of good leaders who can motivate and guideLack of good leaders who can motivate and guide
their team well-IT managers lack both the time andtheir team well-IT managers lack both the time and
tools needed for assessing their team members andtools needed for assessing their team members and
taking corrective action to improve their performancetaking corrective action to improve their performance
which is directly related to job satisfaction.which is directly related to job satisfaction.
Increasing percentage of women employees-MostIncreasing percentage of women employees-Most
women leave their job either after marriage orwomen leave their job either after marriage or
because of long working hours, work stress and otherbecause of long working hours, work stress and other
social pressures.social pressures.

7. GG
Attrition is higher coz salary is dynamic…Attrition is higher coz salary is dynamic…
There is more demand and less supply so people areThere is more demand and less supply so people are
getting what they want. One sure way to prevent this isgetting what they want. One sure way to prevent this is
to provide excellent working condition and make theto provide excellent working condition and make the
organization a people centric place.organization a people centric place.
PDC-Product Development Companies(Most of the ITPDC-Product Development Companies(Most of the IT
people in IT services would like to move PDC as thepeople in IT services would like to move PDC as the
kind of work would be challenging & exciting)kind of work would be challenging & exciting)
Some companies & their domain are exciting.Some companies & their domain are exciting.
Quality of the work Some companies are offering itsQuality of the work Some companies are offering its
employees the high end quality work.employees the high end quality work.
Most employees don’t leave but quit because they didMost employees don’t leave but quit because they did
not like their job, they quit because they did not likenot like their job, they quit because they did not like
their boss.their boss.

8. HH
Step to Reduce Attrition:Step to Reduce Attrition:
1) Focus on Exit-interviews1) Focus on Exit-interviews
Employers should not askEmployers should not ask
why are you leaving?why are you leaving?
rather they should askrather they should ask
when you start searching for a job?when you start searching for a job?
Getting an insight and inside scoop can really help. It givesGetting an insight and inside scoop can really help. It gives
information about internal problems,employee;s perceptions of theinformation about internal problems,employee;s perceptions of the
organization, underlying workplace issues and colleagues.organization, underlying workplace issues and colleagues.
2) Let employees know that their opinions are valuable. Ask them to2) Let employees know that their opinions are valuable. Ask them to
open up. Listen to employees ideas; never ridicule them.open up. Listen to employees ideas; never ridicule them.
3) Compliment and Thank you employees for their valuable3) Compliment and Thank you employees for their valuable
contribution. Recognize and celebrate their success.contribution. Recognize and celebrate their success.

9. II
4)Setting up a feedback mechanisms to maintain4)Setting up a feedback mechanisms to maintain
consistency in performance and high motivationconsistency in performance and high motivation
levels. Offer performance feedback and praise goodlevels. Offer performance feedback and praise good
efforts and results.Criticise but Praise publicly.efforts and results.Criticise but Praise publicly.
5) Give them job security5) Give them job security
6) Providing opportunities of learning by constantly6) Providing opportunities of learning by constantly
upgrading the skills of employeesupgrading the skills of employees
7) Paying attention to employees personal needs and7) Paying attention to employees personal needs and
participationparticipation
8) Gauging the needs of the employees through open8) Gauging the needs of the employees through open
communication and polls.communication and polls.

10. JJ
9) Communicate goals, roles and responsibilities so that9) Communicate goals, roles and responsibilities so that
people know what is expected from them and feel apeople know what is expected from them and feel a
part of crowd.part of crowd.
10)Keep employees inform about the happening in the10)Keep employees inform about the happening in the
company so that they will be confident about thecompany so that they will be confident about the
future or not to look for better opinion.future or not to look for better opinion.
11) Encourage humor & laughter in workplace to deal11) Encourage humor & laughter in workplace to deal
with stress which will ensure that the employees arewith stress which will ensure that the employees are
happy which gets reflected in their services especiallyhappy which gets reflected in their services especially
critical in voice based transaction.critical in voice based transaction.

11. KK
12)Feeling valued by their managers or superior in the12)Feeling valued by their managers or superior in the
workplace is a key to high employee motivation andworkplace is a key to high employee motivation and
morale.morale.
13)Not hiring employees who have a history of jumping13)Not hiring employees who have a history of jumping
from one job to other. Recognizing the contributionsfrom one job to other. Recognizing the contributions
of achievers would also inspire others to try hard andof achievers would also inspire others to try hard and
put in their best.put in their best.
14)Group cohesiveness also helps in copping with the14)Group cohesiveness also helps in copping with the
attrition. Built teams and generate competitionattrition. Built teams and generate competition
between them.between them.

12. LL
15)The attrition battle could be won by focusing on15)The attrition battle could be won by focusing on
retention, making work a fun place, ongoing learningretention, making work a fun place, ongoing learning
and treating applicants and employees in the sameand treating applicants and employees in the same
way as subordinate.way as subordinate.
16)Infusing creativity in the ‘routine’ job and16)Infusing creativity in the ‘routine’ job and
communicate the firm’s larger objectives and goals tocommunicate the firm’s larger objectives and goals to
each employee to achieve that objective.each employee to achieve that objective.
17)It has been observed that attrition rate was lower17)It has been observed that attrition rate was lower
when employees perceived their workplace as a ‘funwhen employees perceived their workplace as a ‘fun
environment’ and viewed their jobs as enjoyable.environment’ and viewed their jobs as enjoyable.

13. MM
18) Monotony and stress have contributed to increased18) Monotony and stress have contributed to increased
attrition rate. So keep changing the duties or positionattrition rate. So keep changing the duties or position
of employees after fixes period.of employees after fixes period.
19) Induction program and Exit interview are very19) Induction program and Exit interview are very
important.important.
20) Identify the key employees of the firm or categorize20) Identify the key employees of the firm or categorize
the employee according to need of the firm. It willthe employee according to need of the firm. It will
help you to customize your retention program.help you to customize your retention program.

14. NN
21)Your staff members must feel rewarded, recognizes21)Your staff members must feel rewarded, recognizes
and appreciated. Monetary rewards, bonuses and giftsand appreciated. Monetary rewards, bonuses and gifts
make the thank you even moremake the thank you even more
appreciated.Undersstanble raises tied toappreciated.Undersstanble raises tied to
accomplishments and achievements help to retainaccomplishments and achievements help to retain
staff. Offer an attractive, competitive, benefitsstaff. Offer an attractive, competitive, benefits
package.package.
22)Select the right people in the first place through22)Select the right people in the first place through
behaviour-based testing and competency screening.behaviour-based testing and competency screening.

15. OO
23) Demonstrate respect for employees at all times.23) Demonstrate respect for employees at all times.
Treat the employees well & provide a dignity of job.Treat the employees well & provide a dignity of job.
24)If a key employee resigns, it should be taken up on a24)If a key employee resigns, it should be taken up on a
priority basis and kept confidential as far as possiblepriority basis and kept confidential as far as possible
and the senior management should meet the employeeand the senior management should meet the employee
to discuss his reason for leaving and evaluate if histo discuss his reason for leaving and evaluate if his
issues bear merit and whether they can be resolved.issues bear merit and whether they can be resolved.
25)People want to enjoy their work. Make work25)People want to enjoy their work. Make work
fun.Engage,employ the specials talents of eachfun.Engage,employ the specials talents of each
individual.individual.

16. PP
So if we want to try to reduce attrition we canSo if we want to try to reduce attrition we can
take the points mention above for the same andtake the points mention above for the same and
can do best from our end to reduce attritioncan do best from our end to reduce attrition
rate in IT-Sector.rate in IT-Sector.

17. QQ
The EndThe End