When I was working in-house, I used to advise line managers to watch out for the Christmas and Summer Holiday up-tick in resignations: that’s when people have had time away from work (either their two-week summer holiday or the two-week break over Christmas) and then return to work determined to move on, get out, make that decision to pursue something different. Resignations and the number of leavers – or attrition as it’s often known - is one of the key metrics us HR people measure. That’s because high attrition can be costly, and in more ways than one. When people leave your organisation, their knowledge, skills and networks leave with them – that’s never good for business, especially when you have invested time and money to recruit and train them.
So what would a reduction in attrition be worth to you? I’ve put together some tips to help ensure your employees are looking forward to a long and happy future with you, rather than looking for their next role elsewhere…
So what would a reduction in attrition be worth to you? I’ve put together some tips to help ensure your employees are looking forward to a long and happy future with you, rather than looking for their next role elsewhere…