Karnataka - Bangalore   

Report on attrition shows surprising factors

Bangalore: A comprehensive research and survey on various factors impacting employee attrition says that clarity of career path, relationship and recognition from superiors and opportunities for career advancement are top reasons responsible for making employee stay with their current jobs.

The Bangalore-based Global Talent Metrics recently unveiled key findings of the research, which was conducted over 12 months and includes responses from 5,000 employees of companies across different industries.

The study is the first under the System for Talent Attraction and Retention (STAR) research series and was carried out in partnership with the Indian Institute of Management-Bangalore and AlignMark Inc., a U.S.-based pioneer and leading tools and services provider for optimising human capital resources.

Vasanthi Srinivasan, professor at IIM-B, said the survey, for the first time, probes the role of demographic, psychographic and sociological factors in predicting attrition and organisational factors that attracted individuals or cause them to leave a company.

The research, data set and findings had been extensively used to customise it to the Indian context.

“We began the study with employees of the Information Technology and Business Process Outsourcing industries. We included the manufacturing industries as well. The study was to find out factors that make people stay on with their present job and those that make them switch jobs,” she said.

This survey is robust as it utilised primary research, focus groups and structured interviews to obtain greater understanding of the challenging and costly issue of employee attrition. The purpose was to explore and validate individual factors, psychological, demographical, sociological and organisational factors and their influence on employee attrition and retention.

The major organisational factors that emerged from the study included job contentment, career growth, pay, culture, top management, management support, brand image, placement and transfers.

“The other factors that make people stick on are loyalty, family and life events. We found that pay was not so much of a priority while clarity of career path, relationship and recognition from superiors and opportunities for career advancement were the top three factors,” she said.

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