In the best of worlds, employees would love their jobs, like their bosses and peers, work hard for their employers, get good salaries, and have ample chances for advancement, and flexible schedules so they could attend to personal or family needs whenever necessary. And never leave. But then there's the real world. And in the real world, employees, do leave, either because they want more money, hate the working conditions, have problems with the boss, a better offer from some other company or may be the work is too monotonous. The toughest concern for an HR manager in any company today is controlling attrition. They have to constantly face the pressure of expanding the workforce as well as retaining them. Keeping low attrition levels is a major challenge as the demand outstrips the supply of good agents by a big margin. Further, the salary growth plan for each employee is not well defined. All this only encourages poaching by other companies who can offer a higher salary. As the economy is improving, so does the Employee attrition rate. In most of the companies, once the employees join they are taken aback by the long working hours and unfulfilled promises like ‘work is fun’ or ‘play with the work’. Moreover, the toughness of the job and the timings are not adequately conveyed before hand. A high attrition rate reflects poorly on the organization’s ability to hold their employees and it creates unfavorable impression of the company in the minds of shareholders, customers, future employees and business partners. Not only a company loses talent but also the cost which company incurs is stupendous.
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