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Six Sigma project to reduce attrition

Six Sigma – iSixSigma Forums Old Forums General Six Sigma project to reduce attrition

This topic contains 16 replies, has 17 voices, and was last updated by  w. g. miller 12 years ago.

Viewing 17 posts - 1 through 17 (of 17 total)
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  • #39326

    ALEK DE
    Participant

    Can any body share their exprerience about executing a six sigma project focussed on reduction of attrition . I am keen to know the strategy adopted & tools used.
    One important aspect is to look into the exit interview comments given by outgoing people to find out reason. But , there , I am not sure about the authenticity about their comments.But , any way , I know we have to take into consideration this data .
    Regards
    Alek
     
     

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    #119402

    AMIT KUMAR
    Participant

    Collect the data of people who have attrited.  Call them (who attrited two months back from current date) now and revirify the reasons for leaving.  now since tey are not a part of the organization, you will get correct feedback.
    Do a data segmentation, team leader, manager, work experience wise… u wd get something.

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    #119945

    D in TX
    Participant

    I agree.  Get people as that have already left.  Try to get more than one reason from each person (even better if you can get them to rank them as high, med, low or something like it).  It is rare that people leave for exactly one reason (although it does happen).  If you see one or several reasons over and over again from everybody, you can trust that they are causes.
    Also, take a look at your exit interview process.  Your data collector may just be going through the motions and filling out information on a sheet as a “to do” task instead of really trying to get information that will improve your organization.
    Note:  I assume you are trying to reduce voluntary attrition.  These techiques may not work with involuntary attirition.

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    #119948

    Matt Redmond
    Participant

    You’ll definitely need to consider the fact that employees that leave voluntarily will almost always say things like “I’m leaving because this is such a great opportunity.” In the back of their mind, they probably are leaving because their former boss was a real jerk or just didn’t support them. They won’t say this, though, because they might want to be hired back if conditions change favorably in the future. Definitely a bias in the data. Might want to consider a method of anonymous data collection for outgoing employees. Contacting them several months after departure will probably result in some nonresponse bais, which will make the data fairly unreliable. Good luck!

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    #120008

    Mangalmaya
    Participant

    There should effective probing during the time of exit interview.However, that always end up with high salary packge.(what employee generally). But effective probing leads to other reasons like:-motivation factors, work loads,office environment ,Higher Education then only one can deduce.
     

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    #123190

    Selva
    Member

    I agree for  getting feedback after two month from the date of leaving.
    But 100% correctness is a question mark. Most of them were not given correct feedback during the exist interviews. Hence, we can not get the exact reason for leaving eventhough after they are not a part of the organization.
    More than 75% of the people leaving the organization becase of higher compensation.
     
     

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    #131279

    Ieshan Jain
    Participant

    In 90% attrition cases have only 2 reasons:
     
    1)      “Employees don’t leave organization but they leave their supervisors”
    2)      “Money or higher salary”.
     
    Their can be one more reason, “PROFILE” with the same or higher salary; where reason for leaving the company is not just the salary but the profile.
     
    I do agree with my friend Amit Kumar to take the feedback after 2 months so we will not get the biased information;
     
    Two more possible options: One is to prepare a tricky questionnaire for the bosses/supervisors; if any employee is leaving because of boss, it should be reflected through this questionnaire (need lot of efforts in preparing this kind of questionnaire) .
     
    Another possible option, ask his/her close friends in office or colleagues about the correct reasons.
     
    Regards,
    Ieshan Jain

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    #134875

    AT
    Participant

    Hi,
    One way of putting a proactive measure is that you may organize a periodic skip level meeting with individual employees, preferably with the seniour employees. Thereby we can reduce the skilled employees attrition. The skip level mtg. should focus on employees expectation, their stress level, job satisfaction level, do they need job rotation, compensation, need for recognition, promotion related issues, their personal issues, work culture, etc. It’s good that we reduce the gap that exists between the employee and the Management policy…the gap would increase in a long term and it leads to more attrition level. The forum can include a set of selected group of employees with the senior Management & HR (with or without the functional supervisor).
    Ford Motor Co. & other MNCs use this technique & it’s part of their HR policy.
    Regards,
    H.Ramesh.

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    #134879

    Felix
    Participant

    Well i agree to all the points stated but searching for an employee and getting the feedback after leaving the organization would totally be a difficult task.
     My point is to conduct a Effective VOW across the organization (Voice of Workforce) and try to get the points from the existing employees to prevent the attrition rate. Make sure that the questions framed for the survey is not from an individual rather brainstormed.
    One major point is that the employees should feel secured about the VOW Survey and it should convey that at no point their identity will be revealed.
    Regards,
    Felix
     

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    #149221

    Kulkarni
    Member

    I am trying to do a project on attrition. But all issues leads me only to two facts i) work satisfaction ii) Salary.
    The data which I have with me cannot be 100% accurate. Employees are mentioning one issue at the time of exit interview, but that will not be accurate.

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    #149224

    qualitycolorado
    Participant

    Vidya,Sounds like this is frustrating. Have you tried using the “5 Whys” tool, perhaps with focus groups of employees, to find out more about these issues?If, for instance, one of the reasons is “work satisfaciton”, ask “Why” is work satisfaction a problem. If “supervision” is the answer, for instance, when you ask WHY the first time, then ask WHY again … and so forth.Here is an iSixSigma.com source for more about the 5 Whys tool:
    https://www.isixsigma.com/library/content/c020610a.aspApply 5 Whys until you get to possible root causes, then apply good root cause verification tools to this… hope this works for you … let us know … Best regards,QualityColorado

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    #162619

    vb
    Member

    Hi!
    I am taking up the same project in my org. Request you to kindly through some light on your work.
    regards
    VB

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    #162620

    Six Sigma guy
    Member

    Unless Management or someone from HR drives this project this isnt going to give any benefit and results will be poor – read as involvement and not just commitment. Hence it is recommended that project be done by senior leadership team/HR team or atleast they are part of the project( as most of such projects involves lot of committment,external influences and cost)- Just my opinion.
    Moreover according to my opinion the accuracy of exit results will be more accurate if its done by third party companies and rather than internal HR team..
    Regards

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    #163041

    CS
    Participant

    Hi,
    Nice to c many opinions about the attrition topic.  Do anyone has any new concepts than the one which is mentioned here???
    Even am doing project relating to this.
    Regds,
    CS

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    #163042

    Bert Nernie
    Participant

    I think a lot of people have left this thread and moved on to other topics.

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    #163043

    Brandon
    Participant

    I believe SS Guy is right on target. The exit interview is very challenging. Rarely does one get to the truth – “you can’t handle the truth!”.
    Poeple don’t want to burn bridges, know they may need a reference, are shy about the subject, etc.
    Either a sr member of mngt does it establishing “i really care about circumstances here” or a third party does it with submitter anonymity.

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    #163045

    w. g. miller
    Member

    Let’s say your data is sufficient to say “Supervisor XXXX drives good people out”.  Let’s go further and say you have documentation on a number of Supervisor XXXX’s misdeeds that drove good people out.  What are you going to do about it?
    The sad truth is that Supervisor XXXX probably has excellent political connections in the organization.  His backers in management would probably lose face if they had to do something about him.  You (the Black Belt) recognize the consequences to you of trying to do something about Supervisor XXXX, and you also know your chanches of winning that battle (essentially 0).  So, unless you have very high management backing and commitment or your Supervisor XXXX has done something illegal, you are in a no-win situation.
    That said, it is still better to tell upper management of your findings.  If enough departing people say Supervisor XXXX is a —-, generally the higher management will get the message. 
     
     

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