Home > Uncategorized > How to reduce Attrition rate – A psycological Analysis

How to reduce Attrition rate – A psycological Analysis

Krishna Prasad Mohanty discusses the psychology governing the attrition and suggests practical ways to curb the attrition. With the recent advent of  Call Center, BPO, key technical jobs reducing attrition is key to the success of any new fledgling organization.

Practices to Curb Attrition

Age old practices and the monopolistic dogmatic beliefs, blurs the view of the neo conventional outlook. Series of episodes have significantly proved that the route taken up by prominent personalities have backfired on repeated instances. So what the situation needs is a strategy which would relinquish the dire need of the stance. This can only be gained by establishing a close vibe with the expected and the actual. Repeated trials through hypothetical processes would ultimately and eventually increase the probability of failure due to increased distance between these two basic variable of any business concern. There is no specific route to achieve this goal, but an optimal approach can be devised to draft the situation accordingly. Each specific turnaround in the scenario is the result of a specific development which takes place with every installation of new paraphernalia. This dilemma as a normal practice defies the eventual developments and propagates the scope of an expected result against the regular occurrence.

Leveraging on traditional norms

The above mentioned practices and steps depict the existing scenario in today’s business. Leveraging the existing practices towards the expected results surrogates the performance of effective planning and strategy, to a certain extent, but with time, this combustion diminishes the reaction time, leading the way to a deep rooted assertive tradition. This practice is visible in most of the business firms where due to inadequate measures; people tend to leave the organization on various grounds. The reason behind their leaving cannot be calculated or estimated based on the data available or collected, as the reasons are highly dynamic and portrays a chaotic outlook. This muddled behaviour wedges the candid nature of the occurrence, thus making it more defensive and cynical.

Functional overlap

As a consequence there has been a relatively high and voluntary effort towards curbing the consecutive episodes of attrition in various industries, irrespective of space, time and dimension. Though, few measures of these efforts have been able to counter the insurgency, but no methodological strategy has been devised as of now. In every organization the process revolves around few of the major concerns. These are categorically the essentials of the management principles followed in any specific organization: Planning, Organizing, Staffing, Leading and Controlling

Each of these structured functions provides a specific framework to the various implementations. The classifications made under the operational approach displays the overlapping of different characteristics of each segment, thus a specific conclusion is difficult to arrive at. This specific analysis of the functions of the organization is one of the primary reasons behind the decline in performance and productivity, which again is a clear indication of the abnormal attrition of manpower in various organizations. At the same time placing each of these functions in seclusion or arbitrarily limiting the influence of each on the other would ultimately result in an unanticipated performance. It works as a system that forms a set or assemblage of interconnected and interdependent concerns that forms a complex whole, so each of them function as a subsystem of the other.


About Author

Krishna Prasad Mohanty is  Manager of Human Resource in  Debikamal Technologies. The views expressed are his own.

Krishan holds MBA degree in Human Resource & Information Technology. He has  Qualitative experience of 4 Years in the field of Human Resource and Information Technology.
His  Experience includes encompassing HR & Administration, Talent Acquisition, Training & Development, Attrition Management, Welfare & IR, dealing effectively with others in an antagonistic situation use appropriate interpersonal styles and methods to reduce tension or conflict between groups.  In his own words – “My efforts has been towards maintaining healthy employee & peer relationship by establishing and creating an amicable & transparent environment through motivated workforce in conjunction with the vision and mission of the organization.”

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  1. March 12th, 2016 at 22:54 | #1

    Thanks for finally writing about >How to reduce Attrition rate –
    A psycological Analysis <Loved it!

  2. March 16th, 2016 at 20:28 | #2

    I am in fact delighted to glance at this blog posts which contains lots of valuable facts,
    thanks for providing these kinds of statistics.