Employee are the assets which need to be in the organisation which their full capacity and capability. Any how after all employee left the organisation that affect the performance of organisation badly. The highest rate of employee leave leads to sick performance of the organisation. We made heavy invest to build our Human resource and they left without making coverup. Hence, therefore it is really really important to know the intention of employee before leaving the organisation. so that we tried to retain them and keep for long time with their full capacity and strength.
Staff engagement surveys, an article on which is available at https://www.researchgate.net/publication/254582894_Engaging_Staff_in_the_Workplace, usually include questions concerning intention to leave/turnover intention, that being current or possible future planning to say good bye to a job or organization; and, if there is to be any point to such surveys, companies should then act on findings in as much as possible.
The decision to leave having been taken, there is also much to be said for exit interviews, an article on which is available at https://www.researchgate.net/publication/238600578_Conducting_Exit_Interviews. Exit interviews are a unique chance to survey and analyze the opinions of departing employees, who are generally more forthcoming and objective on such occasions. From an employer’s perspective, the purpose is to learn from the employee’s departure on the understanding that feedback is a helpful driver of organizational performance improvement.
Dear Sarfaraz,
Good question. This is the problem, most of the organization's are facing. There are many techniques to identify the employees intention to leave the organization. Some of them are high leave and absenteeism, low productivity, disconnect with his immediate boss and so on. Some of the employees intention to leave the organization can be identified with the above reasons.
However, identifying the intention of many of the employees before they leave the organization is a great challenge. The best person who knows the intention of an employee leaving the organization is his immediate boss (Provided the boss is not too "bossy").
A proper performance management system with an opportunity for the employee and his immediate boss to discuss prevailing issues is the best platform to identify the emotions of the employees and to avoid them leaving the organizations.
In many organizations, the performance management assessment happens only once a year and before the next year, comes many of the employees leave. Thus, it is better to have the performance assessment once in six months rather than once in a year.
Recognition for the employees (pay hikes / promotions / salary adjustments etc. based on their performance) once in six months will keep them motivated financially as well as pshychologically, so that, they will not think of leaving the organization at any point of time.
I have tried this method in my earlier organization and it had really resulted in good outcomes.
Hope this helps.
Regards.
Dr. Sekar Gopal.
The best technique is still periodic surveys on the satisfaction or dissatisfaction of employees. Keeping them satisfied will definitely lessen employee turnover.
Employee Turnover Intention (ETI) refers to the propensity of current employees working in an organization to resign. A valid and reliable instrument to measure ETI needs to be developed and then a formal survey can be conducted. Using descriptive statistics it is possible to find out average degree of ETI, standard deviation, minimum value, maximum value etc. Some Techniques of forecasting ETI may be:
1. Informal Forecast
This is the easiest way of forecasting ETI. Under this technique, future ETI is determined without a systematic base and it is done quickly and randomly. It uses intuition or hunch (an idea or opinion accompanied by a strong feeling that it is correct or true, although there is no careful thinking or evidence to justify). As it does not involve a systematic estimating, its accuracy is low.
2. Formal Expert Survey
Systematically future ETI is estimated by conducting a survey among experts. A better method is for planners to survey managers, who are experts about their department’s resignations.
3. Delphi Technique
Delphi technique is a special kind of expert survey. It is more sophisticated than the formal expert survey. The Delphi technique is to solicit estimates from a group of experts, usually managers and HR department planner acts as an intermediary (Werther et al, 1985).
4. Extrapolation
Extrapolation involves extending past rates of change into the future (Werther and Davis, 1989). It is based on past data and an attempt is made to find a trend or a pattern that might continue into the future. Based on the pattern, forecast is developed. This is a simple approach and is easy to use.
The best method to predict and control turnover is to take sense from the labours.
The surveys like Job Satisfaction, Motivation etc. give some insight.
Suggestion box many times gives lots of feedback.
Dear Sarfaraz Javed,
You have received good answers from experts about surveys. However, the best technique is to trace the remuneration levels (including wages, social benefits, holiday allowance, additional insurance etc.) in companies nearby (for most manual and clerical positions) or in the companies in the same industry (for engineers, managers etc.).
Igor Gurkov
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