If you think recruitment is expensive, wait until you feel the cost of high attrition.
If you have a steady stream of high-value employees leaving your organisation with your IP, your time invested to upskill them and then dealing with the aftermath of a workforce that’s in a constant state of disruption, then you’re going to be in a world of pain.
Employee attrition and retention are like two sides of the same coin – they are interconnected and crucial for maintaining a successful and thriving organisation. While retention represents the effort to keep employees engaged and satisfied, attrition refers to the rate at which employees leave a company. In this article, we delve deep into the world of attrition rates, uncovering its significance, calculating methods, and exploring strategies to improve them.
What is the Attrition Rate?
Attrition rate, often referred to as employee attrition or staff turnover rate, is a vital human resources metric that quantifies the pace at which employees leave a company over a given period. It encompasses both voluntary departures (resignations, retirements) and involuntary departures (layoffs, terminations). Expressed as a percentage, the attrition rate provides insights into the health of an organisation’s workforce by indicating the level of employee movement.
A high attrition rate suggests that a notable number of employees are exiting the company, while a low rate indicates a more stable workforce. This metric plays a fundamental role in helping HR professionals, business owners, and managers assess the effectiveness of their talent management strategies and identify areas for improvement.
Why is Attrition Rate Important?
The attrition rate holds significant importance as it serves as a key performance indicator for evaluating the overall health and stability of an organisation’s workforce. Tracking attrition helps you to understand the dynamics of employee retention and departure, enabling you to identify patterns and potential concerns.
A high attrition rate can indicate underlying problems such as dissatisfaction, lack of growth opportunities, or unfavourable working conditions, prompting the need for corrective action.
Moreover, attrition is costly – the process of replacing departing employees incurs expenses related to recruitment, training, and lost productivity. By monitoring and addressing attrition rates, HR managers and business leaders can proactively implement strategies to enhance employee engagement, job satisfaction, and organisational success.
Understanding Attrition vs. Retention
Attrition and retention are intertwined concepts that HR managers and business owners need to grasp. Retention focuses on how many employees remain with the company over a specified period. On the other hand, attrition examines the percentage of employees who leave the company within the same period.
It’s important to note that retention rates, although crucial, only provide a partial picture of organisational health. To truly understand the impact of employee movement, you must delve into both turnover and attrition metrics.
How to Calculate Attrition Rate
To calculate the attrition rate, divide the average number of departures within a given timeframe by the average number of employees during that same period. Multiply this figure by 100 to express the result as a percentage.
Annual Attrition Rate = (# Of Leavers/# Of Employees) x 100
For example, if you had 50 employees last year, and 3 of them left, you would calculate this by:
(3/50) x 100 = 6% Attrition Rate
Remember, the attrition rate doesn’t simply measure headcount; it evaluates how effectively your organisation can replace departing employees.
What’s Considered a High Attrition Rate?
Typically, elevated attrition rates signify rapid employee turnover within your organisation, whereas lower rates reflect more effective employee retention.
It’s essential to recognise that attrition rates can fluctuate based on seasons, industries, and geographical regions. Keep in mind that attrition rates can greatly differ between industries; for instance, construction businesses will experience distinct rates compared to those of SaaS companies.
It’s crucial to conduct industry research to accurately gauge your organisation’s attrition rate compared to similar companies.
However, as a general rule of thumb, a rate surpassing 20 per cent signals the need to investigate and implement strategies for improvement.
What Causes a High Attrition Rate?
Delving into the underlying causes of attrition can shed light on the factors driving employee turnover within your organisation. It’s imperative to identify and address these factors to mitigate attrition rates effectively. Some common factors that significantly influence attrition include:
While all of these factors can contribute to a high attrition rate, one of the worst offenders can be hiring the wrong people. Having a professional recruiter to source, evaluate, and screen candidates can ensure you hire the right fit, and prevent costly turnovers down the road.
TalentVine connects you with specialist recruiters in your industry. Review their fees, terms, ratings, and performance. The best part? It’s completely free to use for employers!
Strategies for Reducing Attrition Rates
Effectively combating high attrition rates requires a comprehensive approach that addresses various aspects of the employee experience. By implementing the following strategies, organisations can create a workplace environment that fosters retention and employee satisfaction:
Final Thoughts
As you work to reduce attrition rates, it’s crucial to conduct exit interviews and analyse the reasons for terminations. This practice provides valuable insights that can guide your efforts to enhance retention strategies and create a more conducive work environment. By addressing these influencing factors head-on and integrating these multifaceted strategies, organisations can foster a workplace that not only attracts but also retains top talent, contributing to long-term success.
