reduce attrition

Programmes to reduce attrition tend to be organisation-wide, which spreads effort thinly across a problem that is rarely evenly spread.

First-year departures are usually the largest group, and they have their own causes. The job differed from what was described. The manager relationship did not work. Onboarding left the person unsure what good looked like. Nobody checked in during the weeks when the decision was actually forming.

Those are all addressable, and none of them is addressed by a benefits review.

Practically, that means an honest position description, a real conversation at week one and month one, and a manager who knows they are the largest single variable in whether someone stays.

Look at year-one departures broken down by manager before spending money on anything else.

The Fair Work Ombudsman covers employment conditions. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s onboarding management system and performance management system.