Employee attrition

• Retaining human resource, especially on whom much has been spent to hone their skills, is a headache for not only IT companies but also other firms.
• Job satisfaction and employee loyalty are better in companies that allow their staff the freedom to unleash their creativity and never fail to appreciate a job well done.
• Too much of interference and bossing stifles growth and creativity. Finding themselves baulked at every turn, the motivation levels of employees plunges and they look for the exit. An atmosphere of distrust too could lead to employee attrition.
• It is in the institution's interest to provide a congenial atmosphere and take initiatives that would keep the workforce morale high.
• Contentment and job satisfaction certainly matter more than fat pay packets and perquisites though with the usual exceptions, says this interesting article on employee attrition.

- Dilip.

Source: Business Line, 28-03-2006

Employee attrition

The IIM-Bangalore graduate who was offered the biggest pay packet by a multinational recently made a very pertinent observation when queried on his good fortune in landing such a plush assignment. He opined that more than the greenbacks what weighed on his mind while accepting a job was the kind of organisation that he would like to be associated with.

There is a misconception among employers that emoluments matter most in attracting talent. The high attrition rates in the IT sector might fuel such a view as most techies don't think twice before switching jobs if the offer affords a substantial salary rise. Retaining human resource, especially on whom much has been spent to hone their skills, is a headache for not only IT companies but also other firms. Job satisfaction is something that varies from individual to individual.

Job satisfaction and employee loyalty are better in companies that allow their staff the freedom to unleash their creativity and never fail to appreciate a job well done.

Too much of interference and bossing stifles growth and creativity. Finding themselves baulked at every turn, the motivation levels of employees plunges and they look for the exit. An atmosphere of distrust too could lead to employee attrition. It would also not be wholly correct to surmise that long hours of work are a disincentive, as in most sectors, including IT and call centres, those who sign up know what they are in for.

It is in the institution's interest to provide a congenial atmosphere and take initiatives that would keep the workforce morale high. Contentment and job satisfaction certainly matter more than fat pay packets and perquisites though with the usual exceptions.

C. V. Aravind