Attrition leaves debilitating and deleterious effects in its wake on the productivity and welfare of an organization. While the need to retain permanent employees is well understood, it is equally important to ensure that contract workers complete their engagements before moving on. This makes it necessary for companies and their staffing suppliers to adopt some retention strategies to arrest contract worker attrition.
It is possible to fix some things before they are broken, while it may prove impossible to do so later – and attrition is one of them. Each organization will have its own specific set of reasons for why people leave. It is necessary to delve deep and isolate the causes. While exit interviews may help, you will learn more from employee satisfaction surveys or word-of-mouth responses about why someone really left.
Let us look at some of the usual reasons for attrition, as reported by contingent workers in exit interviews. While it is generally assumed that contingent workers prematurely leave assignments due to offers of permanent employment or higher wages, the results differ significantly:
To determine if your company has an attrition problem or would benefit from a retention a plan, gather information and data on the following:
If the results establish a need for change, decide what you want the culture of your company to be, and take steps to build that culture. Start at the very beginning, with the basics:
The above strategies will require a continued follow-up and commitment. But there is no doubt that true benefits will accrue in the long term. Engage employees and suppliers in defining the changes to be made and seek understanding and support from all quarters for the proposed initiatives and changes. It may also help to customize the changes to fit the organization’s unique history, culture and objectives.
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