Who is Responsible for Attrition?

Yes Swathi Madam,
I fully agree with the article. I have extremely bad experience on same grounds with one of the organization whose HO location is at Chennai. The parent company is located at Illionis. Due to extremely high attrition rate ( reason best known to that company's HR dept. and others who have suffered drastically only like me ), the said organization is now procuring 2 years non judicial bonds by every new joininees irrespective of his experience, knowledge and educational qualifications. Really they donot have any base to appoint new aspirant. For whatever reason,they appoint new person at any location in their territory at all times in the year and spoiling name of parent company literally. They have got vacancy at 24/7 for 365 days in the year and this can be confirmed by advertisemetns in either newpaper or naukri.com or by reference with existing employees who has got personal vested interests from the company. To punish the leaving employee, they donot process his gratuity claim, delay full and final settlement, delay relieving certficate, donot process his PF application. I joined this company as this has got background of well known Group in India and tie up with world leader company ( names excused ), but failed to understand still the culture of the company. Personally, my almost more than INR 1.20 Lacs are blocked due to erratic behavior of this company HR dept. They even donot reply to requests. I donot know what to do to get this money from the said company. I have not taken yet but almost decided to take legal action against the said company. Anyway, thanks for confirming through the article that employees leave the company due to Company only. 

The main reason is compensation and job profile, though other factors no doubt add or mitigate attrition.

Hi. Thats normal & understood by the saying of Nrayanamurthy that "people quit their bosses & not the companies". But people do quit because of organisation's policies & performance, politics, team dynamics too. Regards, Bharath R

It is a common phenomenon specially in the call centre industry than any other. However attrition can have possible solutions like getting down to bond and ext interview properly.

Only manager is responsible for employee Attrition, because if an employee is facing any problem in an organisation only he has rights to solve it,because he is decision-maker. According to me mangers should not try to cheat employees by over praising them as if they care a lot, they should treat all employees as one, not "kits and kins"(Favoritism) should be done by him.I hope all of you have noticed few managers do favor to those who do postmaster job inorganisation,like giving ones info to one and other to other.I hope those people should be named as corporate Postmasters.

Very true Chayya, totally agree with you..this happens when the Managers operate with their personal interests and egos..the organisation looses a good resource.

All said and done thru ads and speeches that employees are the assets of the company. During the exit interview, the reasons are noted but what happens next is never known. The managers responsible for the exit of the employee still continues to shine. Its more a game of politics then working for an organisation.

Very true Swathi. Nice information shared. It is true that employee leaves their manager not organisation. Manpower is a critical resources and very delicate to handle, most of the managers fail to handle them. Manager has to understand different dimensions of grievance handling methodology.Since manager is also a human being, hence this is handled by HR dept. 
During exit interview, normally people blame on managers and incentives given by company, whereas it is not exactly a reason, they feel uncomfortable because of their skills and non-adaptability nature.

Good article. I am not an expert on HR, but I think we need to add one more "Reason for exit" or "Reason for continuing" we should say.

That is clarity of company's culture, vision and mission that matches perfectly in writing & action, both before an employee signs the contract and after the employee joins the company. What I mean is that many people join a company because it's a bluechip company - Not only because of compensation and job profile. But most of the places, when employees find the companies do not walk the talk, they leave silently. So whoever is the reason to create such an impression in the minds of employees, all those people should be held responsible - Designer of the culture and value system, implimenters and care takers of that value system and finally all those who believe in it and uphold the company's mission.
While designing the company's culture, which ever the company takes pride in keeping employee in the center and work for it, as well as keeps enough provisions to minimise inequaities based on trivial aspects to the business, and the organizations which continuously takes the feedback and corrects itself periodically will always have much less attrition.

Nice information Swathi, gr8 research. And I too agree that employee leave the organisation because of Compensation & Job Profile ( mostly the entry level or middle level employees whose 1st and foremost motivator is money, money). 

Sometimes managers are also responsible but I still believe money/compensation is the main reason.