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Curbing Attrition – the deviant psychology

Gauging and Understanding the deviant psychology

Tracking the escape mechanism employed my numerous employees is a vital aspect to curb any unprecedented moves. When employees are confronted with unusual or known situations they display a sequence of high self-negation in the shape of decreased self-evaluation or self-affirmation. The feeling of anxiety and apprehension forces the individual or group to react in a more violent way. This step helps them to avoid situations that would hurt their self esteem, thus they develop an appropriate defensive attitude that would rationalize his or her stand. Measure

The moulding pattern

Providing adequate support and understanding to the employees or group would help block the paranoid symptoms. It should be cautiously embarked on any specific decision as people tend to change their goals unexpectedly irrespective of their previous accomplishments to avoid any unfair situations. Employees usually derive the maximum satisfaction from the attitude towards any successful performance, the prestige and value associated with it, financial benefits and the way significant people view his or her success. Employees tend to repeat the stances of a realistic goal setting which anticipates the same success story. So establishing realistic goals with a tint of personal aspirations and achievement would definitely stabilize the influence on one’s behaviour. Logically keeping the discrepancy between the aspiration and achievement would cut short the unrealistic approaches to situations that lead to dissatisfaction. The traditional concept of compulsion to work harder should be kept away as it impairs the quality of performance. Though it would overlap the existing feeling of dissatisfaction by employing the busy complex but ultimately it gets accompanied with the feeling of guilt and remorse. This lack of assurance of one’s worth should be checked as it would eventually lead to dissatisfaction. People usually employ the defence mechanism to attract attention and approval of others. Approving his or her achievements or performance on a regular basis reduces the chances of intensifying the dissatisfaction or escape mechanism.


Providing a stance where the individual can start the performance with the attitude to “play it safe” would help them access their capabilities before they actually set their aspirations. The goal established should not deprive him or her of their personal assessments. It is imperative to impair the social judgement of the individual and should be replaced with a positive feedback along with a cautious display of his or her performance. The group expectation and individual aspiration should be kept limited so as to establish a plateau where achievements will be embarked as successful for both them and the group. These few steps would definitely help understand the individual characteristics and traits of employees, so that even if the individual doesn’t match the existing standards the resolution to improve on individual aspirations remains balanced and doesn’t retaliates adversely.

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  1. Deepak
    July 25th, 2012 at 01:55 | #1

    I have been in HR for couple of years now & all of a sudden I had gone blank in calculating attrition.

    Kindly check the below formula & correct me if I’m wrong.

    {Employees Left for the month/ [(Opening Head Count+ closing head count)]/2}*100

    This formula is for calculating monthly attrition I suppose.

    Taking the Average of every month gives Annual Attrition ?????