attrition — tis the season
with q4 wrapping up and EOY bonuses due, attrition/turnover is something every company faces this time of year. from your experience, what are some ways hiring managers/leadership or HR (or whoever is in charge of this within your org) can limit this? bonus q: does EOY turnover ruin your outlook on your job with your company?
We get our bonus in March, so that’s when people tend to leave.
Don’t try to limit end of year attrition, you’re fighting the wrong thing. People who quit end of year have been thinking of quitting for 10 months. Instead of trying to limit attrition, figure out why people are leaving at all. I’d stay at a company that pays less but treats employees exceptionally well, with a well structured and capable management team, but i will bounce if management doesn’t understand what motivates employees, has a terrible work culture, and spends more time insulting us than helping us succeed.
I think if people are sticking it out long enough to get their bonus/vest before jumping ship, there are solveable problems that would prevent such attrition. I would bet the top reason people leave is more money. If you want to keep them around, bump their comp such that there is no financial incentive to look outside. If people don’t even wait for the vest/bonus to leave, they’re pissed enough that it’s unlikely to have prevented this.
Human greed knows no bound. Proposed solution does not scale.
Top reason people leave is bad managers.