Is there something missing in the job? Is the manager inadequately skilled? These are questions that HR needs to ask and find answers to. It also ensures better employee-job fitment.īut if a specific department has witnessed a high rate of attrition one year, it merits an investigation. In some cases, internal attrition is desirable, as it routes talent towards more profitable areas. Here, employees are quitting their jobs in one department to join another department. Mergers and acquisitions are often followed by a wave of involuntary attrition. Structural reasons could also cause attrition. For example, the employee may have shown instances of misconduct in the workplace – a common reason for involuntary attrition. In this scenario, it is the company and not the employee that initiates the exit. For example, if a company sees its marketing experts moving out of different business units, it’s a clear cause for concern. You should proactively try to curb voluntary attrition among high-value talent, as this can bring down your productivity over time. There can be many reasons for voluntary attrition (more on that later) and most of them are in your control. This is the most common type of attrition, where employees decide to simply quit their jobs. However, if a sizable chunk of your workforce retires at the same time, this can cause attrition.Īttrition due to retirement shouldn’t be swept under the rug – your senior professionals may choose to retire early or become independent consultants due to factors other than age. If two or three people have retired from your company this year, this is statistically too small an employee group to count under attrition. There are five types of employee attrition that you need to know of: 1. What Are the Different Types of Attrition? The dent made by turnover must be addressed immediately through rehiring. Turnover, in contrast, is a more short-term metric. This is because a lot of factors can contribute to attrition, including retirement, planned resignations, and structural changes. Vacancies left by attrition aren’t immediately filled up. When defining attrition, remember not to confuse it with turnover. Weak leadership is another factor that often drives attrition among employees.
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This is a typical reason for employee attrition.īut there are other reasons for attrition as well, including the lack of professional growth, a hostile work environment, or declining confidence in the company’s market value.
Every salesperson must work out of this office – but a few employees cannot relocate and choose to leave the company. For example, let’s say that you have opened a new office designated as the Sales Hub for your company.
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In this primer, we tell you all you need to know about employee attrition, and how to measure it accurately.Īttrition is an inevitable part of any business. But after a certain threshold, attrition can make a big dent in your company’s bottom line as well as its culture. Some forms of attrition are unavoidable, like if an employee is retiring or is moving to another city.
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