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3
I STAY: AWOL Attrition Reduction
Presented by NAME
for COMPANY
Introduction
- Based from our 2022 attrition analysis, we found that 15.23% or 39 out of 256 of our attrition were AWOL related attrition. 51% of which are Gen Y's and 38% from Gen Z's whereas only 10% were from Gen X.
- The purpose of this project is cost avoidace. By reducing our AWOl attrition we aim to avoid unecessary backfill cost, increase retention rates, and preempt AWOL related absenteeism.
AWOL Attrition MOM
The bulk of our AWOL attrition were observed in April, followed by June then July . Whereby the rest of our attrition reasons were sporadically spread all throughout the year.
Attrition by Generation
Broken down by generation, majority of our leavers are GEN-Y which is 51% of our AWOL leavers; this is followed by our GEN Z's with 38% AWOL Attrition share and GEN X with 10% AWOL Attrition share.
TYPES of Leavers
The Blue
Leaving in 1 Month
1 Month
1. Confusion about company processes
2. Confusion about goals and expectations
3. Unable to communicate with the team
4. Cultural Fit
5. Poor employee development
Leaving in 3 Months
3 Months
1. Disagreement with Leaders and Manaegement
2. Unclear objectives
3. Workstyle Misfit
Leavers in 6 Months
6 Months
1. Company's Culture
2. Equal treatment of employees
3. Equal learning opportunities
4. Personal Development
Leaving in 1 year
1 year
1. Salary and Benefits
2. Growth and Development
3. Incentives and Recognition
Leaving in 3 Years
3 Years
1. Development
2. Stagnancy
The code for the topic.
The Action Plan
Nuts & Bolts
1. Train team leaders and Managers with Intervention techniques based on team member demographics.
2. Improve attrition forecasting and reduce risk of leaving through manager 1 x1 face time with team members. We call this 5 MINUTES with your OM
3. Exit interview for all leavers and create a data bank that would provide us more insights on the demographuc prfiles and reasons for leaving that may not be captured by our current attrition reasons.