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Continued from Part I. Click here to
open Part I
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Employee as a reason for attrition
Only 8% HR professionals felt that
employees leave organizations on their own. Except in a few cases such
as personal reasons, family issues, location preference, company brand
and peer relationships, employees are not self-motivated to leave the
company they are working in.
Nevertheless it is important to find
out common causes for employee initiated exits where supervisors and/or
Job Profile / compensation are not the cause.
Employee Satisfaction surveys are the ways to identify such areas of
dissatisfaction, one of which may be HR policy guidelines of the
company. If you conduct these surveys on a regular basis
and map their results to exit interviews; new findings may identify
critical gaps in how the employees perceive your policies.
Very important trends can be identified by regular surveys conducted
over the period of 1 - 2 years. These can also help define future HR
guidelines with minimal disruption and dissatisfaction.
There are a number of survey tools available in the marketplace and one
such popular tool is the Employee
Satisfaction Survey available in EmpXtrack.
It helps integrate various aspects of HR to give more meaningful
results.
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Supervisor or Line Manager as a cause
of attrition
A large majority of HR professionals
polled that immediate managers are a bigger reason for attrition. It
confirms Wayne Hochwarter [an associate professor of management in the
College of Business at Florida State University] theory that "Employees
don't leave their job or company, they leave their manager".
Meeting employees' expectations is a difficult task, and most managers
cannot do it effectively and consistently. 'Satisfying
employee needs' often gets lower priority in a manager's quadrant of
activities. Further managers do not have appropriate tools to manage
employee related tasks and this leads to further dissatisfaction.
HR should continually train managers in handling employee expectations
and provide them with tools to manage tasks related to their teams. An online Manager
Services solution allows a manager to constantly counsel
employees, manage their career growth and aspirations and track their
achievements.
HR should also be able to track changes in employee performance rating,
gaps between employee and manager performance, sudden increase in
paid-time-off and should be prepared to act quickly if any visible
trends are evident.
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Compensation and Job Profile
HR Managers voted unanimously that
'Compensation and Job Profile' are the primary cause of attrition.
With a war for talent, disparity in
the compensation packages is bound to occur and a mis-matched job
profile increases the likelihood of an exit.
The responsibility for compensation policy and enriching the job
profile lies on the senior management. However, balancing P&L
and employee compensation shall always be a nightmare for them given
the high cost of talented employees.
Every company wants to become the 'best paying employer', but market
forces, tough competition and a slow economy dictate otherwise. A fair
and transparent compensation policy can still be adopted where each
employee gets his/ her dues based on company, team & individual
performance.
If your employees are convinced
that they are compensated in direct proportion to their productivity,
you have won half the battle. The other half is won when
each individual is assigned SMART (Specific, Measurable, Achievable,
Reviewable and Time Based) goals and you can cascade these from
organization objectives.
When all employees work on goals that are aligned to the company
objectives and there is a fair and transparent system to capture
employee performance, the likelihood of a satisfied and motivated
workforce increases and Compensation or Job Profile become manageable
causes.
EmpXtrack
Goal Setting module allows you to achieve this effectively
and the Appraisal
module automatically captures achievements to allow a
transparent system of rewards based on performance.
You may also like to read a related article "Why
good employees leave your organization?"
Best wishes on retaining a satisfied and productive workforce. If you
have any feedback on our thoughts, ideas or products please contact us
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