Client Situation

The Client was searching for ways to address rapid turnover numbers in the midst of aggressive growth of the company through organic and inorganic routes. As one of the leaders in the IT- Telecommunications sector, Client's HR team was under growing pressure from senior leadership to control the turnover ratios while supporting Client's efforts to be an employer of choice in local markets.

The HR team had implemented an Exit policy that included meeting up the exiting employee face to face and recording the information. The objective was to draw out the information and then use this data to create a future action. However it was not giving any desired results.

Client aimed to address Attrition Management thereby increasing the focus on the Retention of the employees.

PeopleStrong Solution

The Client and PeopleStrong designed the Exit Survey process (Build Alumni) to be used for all the locations for client. The process integrated the best practices followed by various locations and arriving at a common process of conducting the exit survey. The process was designed not only to capture the relevant data from the exiting employees but also toss out the relevant recommendations and analytics to understand the causes of turnover. Client is provided with decision-support system using the "BuildAlumni" Solution of PeopleStrong. The solution used is an ongoing process that uses a combination of offline and online modes (80% is web based online interface) to get the responses from the exiting employees. These responses were collated focusing on the turnover causes, feedback of the employee depending on various parameters and demographic related data which all threw up interesting recommendations to assume action planning. PeopleStrong used its homegrown application to record, study the data and understand patterns that have bearing on the organization's health. In addition to this, engagement with the exited employee helped create an alumnus for the organization.

Client Benefits

Client has successfully been able to get 95% of the respondents to participate via combination of online and offline interface of participation in the Exit Survey.

The exit analytics have thrown up interesting revelations for the Company:

• It has given strong inputs for the hiring process that almost 50% of the hires in NCR location who belong to the South of India and around leave the job to relocate back closer to hometown after completion of 15-18 months. Thus, it becomes prudent for the organization to have an optimum hiring mix at each location and define the intake from various locations very cautiously as locations determine the churn ratio
• Low performers constitute the 20% of the voluntary exiting pool which is the right churn as per the performance management system of the organization
• Studying the various parameters threw an interesting observation that as soon as the employees were promoted to a Team Leader position, the performance dipped and the employee exited after the performance review happened
• PeopleStrong's unique offering of Build Alumni which includes contacting the employee after three months of exit has helped the organization to create a retention pool for the organization and bring back 3% of their Top performers