Employee Attrition Management - missing the forest for the trees
Organizations who are in the businesses where their employees need to have long touch time with the customers and need to understand their customers businesses would do well to plan in advance for their future attritions as customers lose confidence in the organizations and may not like to give more business/repeat business if they see a lot of flux in the team they work with.
To tackle the employee attrition menace organizations need to use attrition modeling to predict the attrition probabilities of their employees and take corrective actions to retain employees whom they want to retain and let go of those employees who are not good performers. Attrition model not only helps organizations to take preemptive actions to retain high performers it also helps them to pre-plan the recruitment requirements and build the new employee pipeline.
When presented with an employee attrition model, more often than not managers look at the individual variables in the attrition model and say the model is not an actionable one and do not take any action. But more than the individual variables in the model, managers need to look at the respective employee groups with attrition probability ranks (Rank 1 being the highest probability to attrite and rank 10 being the lowest probability to attrite) and identify the respective employees whom they want to retain for their contribution/potential contribution to the organization's business and take corrective actions.
