Simply put, attrition means the gradual reduction in staff numbers due to resignations or retirements, poses a significant challenge for organisations across industries.
The lower a sector’s attrition the more talent is retained within it, and with thoughtful strategies and proactive measures, it’s possible to mitigate attrition and foster a thriving workplace culture, which will help lower our sector’s attrition rate from 10.9%.
In order to do this, I’ve set out some best practice considerations and recommendations to improve attrition rates for automotive businesses.
Know Your Workforce:
Understanding the composition and sentiments of your workforce is crucial. Conduct surveys or feedback sessions to gauge employee satisfaction and identify areas for improvement. Senior leaders must actively listen to feedback and ensure that managers engage in regular communication with their teams.
To create a sector where employees are proud to work, listening to all members of staff is crucial. That’s why we'd like to hear from you.
'What I Would Say to You' allows all members of the automotive community, regardless of position, to anonymously share their lived experience, without bias, about what they wish they could say to their colleagues, managers and employers to ensure they remain feeling like the sector is a safe and welcoming place for them to work.
These anecdotal case studies will allow all of us to listen and learn. It will also support us in identifying positive trends as well as areas that the sector will need to address further to ensure all talent, regardless of sexuality, gender, race, disability, religion or ethnicity feels safe and proud to be a part of.
All submissions will be completely anonymous, and we will not require any further details that the ones you have already provided as part of your experience.
Small Changes. Big Impact:
Educate yourself and your team on the importance of equity diversity and inclusion (EDI). Provide training to line managers on conducting unbiased conversations and implementing small, yet meaningful, changes in the workplace. These changes could range from simple adjustments in desk positions to offering flexible working hours.
By creating an environment that accommodates diverse needs, organisations empower their employees to perform at their best.
New Perspective on Policies:
Evaluate existing policies and practices through an EDI lens. Consider how language and business decisions may unintentionally marginalise individuals from different backgrounds. Ensure that systems and processes are accessible to all employees, regardless of their unique circumstances or pathways.
By fostering inclusivity in all aspects of operations, organisations cultivate a sense of belonging and respect among their workforce.
Invest in Line Managers:
Recognise the pivotal role of line managers in employee satisfaction and retention. Provide comprehensive training and development opportunities to equip managers with the skills needed to support their teams effectively. Encourage relationship-building through regular one-on-one meetings and set objectives related to team satisfaction.
By prioritising the well-being of their teams, line managers can foster trust and loyalty among employees.
To find out more about how to manage attrition rates, and read the latest from the Insights By IMI: Driving Towards Inclusion series here.
