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Attrition can be referred to as the voluntary and involuntary shrinkage in the number of employees working in an organization (Nalila, 2012). It creates a vacuum space when trained employees leave an organization taking the key skills, knowledge and business relationships with them. The problem of attrition is faced by companies across various sectors and it becomes a manager’s day to day task to reduce employee turnover. Some of the major costs associated to increased turnover are an increase in the cost of training, learning time for a new employee, inefficiency, revenue and productivity loss (Shashikala & Ravindra, 2013). It is important to control attrition because when an employee leaves an organization, it indicates a clue about chances for high employee turnover in future impacting job satisfaction, employee engagement and also organizations ability for attracting talented people in the firm (Arokiasamy, 2013).
Reasons and Solutions to Attrition
Behind every problem there exists a reason for its cause. According to Garner (2008), the major five factors that lead to attrition are people and communication, various work assignments that are allotted to them,
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