dharshanks

 Profile Answers by dharshanks 

• Aug 26th, 2009

 

Having a good understanding with the team members and good Rapport will do...

kalrasp257

 Profile Answers by kalrasp257 

• Aug 28th, 2009

 

1) Well in order to control attrition you should have good rapport with the team
2)
You should be aware about the reason, (with open honest discussion), to leave the company , Because talking to a person sometimes gives mysterious results and then you can try to convince the representative.
3) Always give reward to the reps so that they will feel that they are being recognised and they are being additional responsibilities, that way the person may think twice before he resign.
4) If a person is leaving the organisation and going on the same designation, always show him that this is not going to help in long run. Give examples to prove.

sr.test.eng

 Profile Answers by sr.test.eng 

• Sep 17th, 2009

 

Attrition is something which software companies have to deal with regularly. If  a person has decided to leave, little can be done about it. But a project lead should try to minimise the effect of this on other team members. He should talk to other people in team and find out how they are feeling. Necessary steps should be taken to retain those who are in the team by showing recoginition to work, meetings with those who are showing signs of displease.

arunghosh2001

 Profile Answers by arunghosh2001 

• Jan 15th, 2010

 

Attrition control in the current perspective goes much deeper than only having a good rapport with your team members.

I believe Total Quality Management at all levels - starting from your office ganitor to the Head of Operations is the key.

A clear SWOT analyses on all prevailing staff in important.

In a project scenario - maximum utilization of the 'strength factor' in a personnel is vital. He/She should primarily love what he/she is doing.

Timely appreciation of honest , useful work done - material rewarding if possible - is the way to go forward.

This will automatically build your 'rapport factor' with every individual.

In a team all will not be responsive as you desire - so you have to go hands on in a particular aspect of your project with the concerned personnel and show him/her and eventually gain her confidence.

idaho

 Profile Answers by idaho Questions by idaho

• Jan 15th, 2010

 

Anyone who resigns the company is not leaving the company. He is leaving his supervisor.  Honestly 90% of resignation is because of the work that person does or because of the supervisor.  So a good team lead should be able to recognise the + of each team member and assign the work wher he can excel and also where the team get benefitted.  Constant interaction with the team members will help to solve this issue to an extend.  Another reason will be HR related and another small percent will be personal.  If an individual is happy with the work and supervisor cannot see any reason for resignation.

mail2pradeepc

 Profile Answers by mail2pradeepc 

• Jun 9th, 2010

 

Best way is to remain conscious of the fact that the employee is aggressive or not during the interview itself. when you interview a person the resource itself will give you vibes that he will leave the Co. after sometime.

We should always remain aware that some people will leave the Co. someday or the other but we should minimize this by keeping a healthy communication between the team members. Team meetings should be taken often to have a face to face intrspection of the team members.

Members who are not happy are just the ones who are going to also seek new opportunities. Also a very good way to find out what's going on is 'informal communication' - go for a coffee with the team member. Try to figure out what his aspirations are and how the present company can fulfill it.

sasmita Panda

• Sep 6th, 2011

 

The Hr will try his level best to control attrition , explain pro cons of leaving talented employees to the higher management . If higher management remain silent what the hr can do?

chandra

• Sep 13th, 2011

 

This is absolutely wrong...I am lead in one company and I love my team members..they are really happy working with me in the project..But the problem is there are no projects in the company..one by one has started leaving the organization, at this situation what you would say..is it team lead fault or time bad?

Pat

• Sep 15th, 2011

 

You need to first understand your Subordinates who are reporting to you . Find their weakness and strength , what they like what they dislike . If its a new comer and if he/she is having huge unplanned its proves that he/she would be a potential exit . You need to engage more with them to avoid any undue attrition .

Motivate , Recognize and lead by example and you will definitely succeed .

mail2pradeepc

 Profile Answers by mail2pradeepc 

• Sep 16th, 2011

 

@chandra: yes, i agree that sometimes situations like this also lead to attrition, but then the higher management is responsible. This is because the recruitment team gets directions to hire or not the required skill sets and also the number of skill sets. It is basically, you need to be serious in what you are doing and it is the responsibility (ownership) of the higher management (from TL, PM, GL & onsite PM) to set the milestones for better and promising project prospects for the future.

One more thing, in professional life I do not consider involved emotionally with anyone. Though you should build trust not emotional bridges as they don't lead anywhere and no one does their part of work.

PS: This is just my understanding. Maybe other have some other views.

SHAIKGBASHA

 Profile Answers by SHAIKGBASHA Questions by SHAIKGBASHA

• Sep 23rd, 2011

 

Yes, I agree on pradeep's reply.

As per my understanding periodic counseling with individual team members, can help to reduce the attrition and keep the resources bound to the organization.

1. Understand the pulse of the resource, any intention of job change.
2. Find out their requirements and explain how organization can help them.
3. Explain the future plans on the resource.
4. How much he/she is involved in the current role, how best they can contribute.

PS: This is just my understanding. Maybe other have some other views.

mkkkks

 Profile Answers by mkkkks 

• Jul 10th, 2012

 

Employee may be prompted to leave due to many issues.More often than not, the immediate supervisors are the reason for the employee dis-satisfaction. Therefore, regular interaction with the team to identify the "suffocation level" (if any & at any level) could be a ray of hope. Open and honest conversations to gauge the expectation of employees could provide answers to a few itching issues.