Why HR Management Faced A 5-Year High Attrition In 2022?
Indian companies welcomed employees back to the office at the start of 2022. That was literally after two years. But by then, and continually so, employees’ aspirations changed. They no longer want to work meaninglessly. The HR management companies understood that.
They saw a sharp increase in the attrition rate in India, which reached a 5-year high. And it was not for a single reason. Many aspects were leading to this scenario in India. Today, we will be highlighting those catalyst causes that triggered the Great Resignation in India.
However, be mindful that now companies are becoming more aware. They are investing in smarter HR tools for digital onboarding to offboarding experiences. In addition, HR challenges are becoming easy to handle and tackle because of the automated uKnowva HRMS solution.
But, let’s read the reasons to refresh our memory on reasons that led to the 5-year high attrition rates.
That way, an HR person continues to automate employee experiences by implementing people-centric approaches. That is how we begin to incorporate the “human” in HR; because that’s what matters the most in today’s corporate world.
5 Reasons For The HR Management To Have Faced Great Attrition In The First Half Of 2022:
Mental health issues.
One of the greatest HR hurdles in terms of talent shortage is because of increasing mental health issues. Pandemic has forced employees to work from home, and many have not been happy due to overtime and overburdened working hours.
Their work rosters and schedules were not transparent or even streamlined.
The best solution, in this case, has been the timesheet and employee profile management features in the uKnowva HRMS. This helps employers in tackling daily challenges in redefining employees’ rosters.
Otherwise, unhealthy work-life balance has continued to compel employees to leave for the greater good.
Intolerance of toxic work culture.
One of the deeper reasons for increasing attrition rates has been the intolerance of toxic work culture. The modern HR management department in various firms has observed this quite well.
Employers and talent recruiters now recognise and accept the need for a positive and progressive work culture. Employees are human assets to the firm. They are full of emotions and have their decisions at work impacted by their teammates or the vibe in the group.
It is very odd if employees are not connecting or collaborating using the modern uKnowva social intranet. Remote workers are likely to feel more outcasted or boycotted when they find difficulty in putting their point forward.
That is why the role of HR has changed drastically. They now are empowering people to connect with inclusiveness, diversity, and equitable factors in mind. In addition, teams understand each other’s pain points by working through team-bonding and -building activities.
These have to be fun and exciting to grab the necessary span of attention from employees. Such activities can be implemented online to include all employees of the team/firm.
Otherwise, without the feeling of belonging, employees will continue to look elsewhere to work.
Hunt for challenging and exciting job profiles.
The pandemic era has triggered strong emotions in the workforce of today and tomorrow. They no longer want to perform their duties as per the JD. What they seek today is a more exciting, challenging, and thriving experience at work.
They want to continue to learn and evolve. That is more evident in the new-gen workforce because they understand the importance of remaining employable. They have seen the great resignation and lay-off period in the pandemic.
That has scared and scarred most of the working population across the world. Many people were sacked merely over Zoom meetings or through emails. Such HR challenges will always be painful and hurtful to the younger working generation.
That is why there has been a sharp rise in competition to remain employable amongst employees. To do so, they believe in working for companies where they can get challenging roles to play.
These JDs may or may not be related to their educational background. What matters now is how much they can justify their new JDs. And how fast they can adapt to the newer organisation.
Similarly, companies use the uKnowva eLMS function. It helps them train, develop, and nurture their top talents. Every month or so, employees get something new to learn and implement later.
It is a smart strategy by any modern HR person to retain their top talent flawlessly.
Disruptions in changing locations during and after the pandemic.
The HR management has seen how multiple workforce generations shifted to newer and better locations during and after the pandemic. This has led to mass disruptions in working conditions and statistics.
There has been instability for employees working from the office while they shifted to another city, state, or country. This shift was more evident during the pandemic when people wanted to stay closer to their families and friends.
Working professionals left their stable jobs to hunt for work-from-home gigs or projects. This scenario is still very much in the course. That is because the post-pandemic era has opened new opportunities for the gig economy in India.
Currently, more than 1.5-2 crore people are working as freelancers in India. The market of such employees will continue to grow. So, the Great Resignation saw the shift from traditional working styles to more flexible and modern ones.
Now, people are building their work culture around their personal lives. The opposite was more dominant earlier.
It’s been one of the biggest HR challenges faced by the entire Indian tech sector/industry. However, the scope for remote workers and their lifestyles is improving with the rising importance of HR.
Employees were not confident about their careers in the company.
The HR management fraternity saw a sharp rise in resignations and employee turnover in the last two years, feeling completely helpless. Employees feeling unconfident, insecure, and unsure about their success in the company has been one of the reasons.
This happened because the firm had no creative and innovative succession planning. Hardly any firm indulged in helping employees move up the ladder in the face of the global recession.
Companies were not prepared for COVID-19 or the pandemic situation, which went viral within 3-4 months. And succession planning takes months of employee’s data to study and plan.
Now the problem is easy to tackle and accomplish with the smarter uKnowva HRMS. It assists HR persons in studying their employee history within seconds. They know the most capable, confident, and competent employees through live reports at the backend.
From there, it’s easy for talent managers to plan a successful career for their teams. Moreover, they can connect for such discussions virtually using engagement tools and anonymous voting.
This creative style for planning together for an employee’s work-life ahead in the firm was absent earlier. The post-pandemic triggered the importance of HR and HRMS.
Conclusion:
HR management divisions implement better employee management and development strategies now. Earlier, these departments faced HR hurdles talked about earlier in this post.
That is why workforce management was improper and led to more employee turnover. However, with the involvement of HRMS by uKnowva, an employee’s trajectory in the firm transforms digitally every day.
