As Managers, what steps do you take to counter high attrition in your team? Please share your suggestions.

A shared sense of purpose and belonging will go a long way in team-building a group to stay together.  Talk to everyone individually to find out what makes them "tick."  Then set group goals and have everyone do their part working together.  Shared hardship makes friends, look at the army: everyone hates it when they're in, but will never forget their friends after they're out.

Thanks Mr Saulauddin !

Stick to your team , motivate and provide support what ever you find it useful.

I loved the expression of Mr Michael " Shared hardship makes friends" that has a big sence specially if you as the manager you share the burden with them.

Polyvalence policy may strongly apaise this common phenomenon.

Explore the reasons for the high attrition some of which may be :

 - Poor compensation.

 - Job insecurity.

 - Poor work environment, long working hours & fringe benefits.

 - Lack of support & motivation or ill-treatment from team leaders.

 - Poaching by competitors to meet the increasing demand on account of growth or expansion.

 High attrition may be on account of one or a combination of these reasons. Try to come out with solutions to the best of your ability & authority.   

I WILL GO WITH THE ANSWER OF MR. FINNER........... APPRECIATED

If you want to gain control over staff turnover, here are a few tips:

1.       first, you need to identify your core needs;

2.       second, you need to be aware of external market conditions that impact your employees’ desire to stay put;

3.       third, you should be doing all you can to make a career in your team a popular choice;

4.       fourth, put in place a structured framework for on-boarding, that supports positive engagement;

5.       and fifth, if all else fails … offer employees a position within the wider business.

Development of the employee capabilities so that they know the nature and style of your work--improve on communication efforts--Give scope for their career improvement with due recognition and in a more progressive nature--Change or correct the leadership styles so that they are more free to interact to open up their  mind--and the basic employee needs are once again reviewed and analysed for quick and adequate improvements.

Agree with all expert answers.

Thanks for the invitation

Agreed with both answers given by

Mr.:Jetley & Mr.:Finner as well too

make each team member feel valued. appreciate their good work publicly, praise them in front of the staff. however, if they do a task poorly, provide constructive criticism in private.

First of all build a team of professionals, who will share the same or exactly the same ideas and then introduce this tem to the jobs shall be fulfilled and managing and administer the work of this team

The1st step is request the person to think it over when a person is taking a rash descision. There is an option. U can also resign tomorrow.

• make the promotion avanues of the co clear to the emploee.
• make the PMS parameters clear so that everyone is encouraged to give his best.

Control all operations by the incoming and outgoing control programs.

Using the inventory at the end of every half a year ..