Cost of Attrition

The god pod should pay a consultant to tell them what they should already know.

Dan Price said it well

The best way to avoid a "worker shortage" is to make sure your employees don't quit in the first place.

The best way to do that is to treat them with respect through your actions: compensate them fairly, proactively make sure they don't burn out, treat them as adults, don't micro-manage them. This stuff isn't hard.

Everyone focuses on the cost of paying employees more but not on the huge costs of hiring and training, and the revenue loss that results from institutional knowledge going out the door through turnover. You might find that investing a little bit more in your staff pays for itself in the long run.

Comment! It's anonymous!

7 replies (most recent on top)

@2zxq+1d2Iwpsw my guess would be “excellent” as the category with the highest voluntary attrition historically, but would not be surprised if it was the top quin instead this year

Another example of how XOM management doesn’t comprehend basic math. In the old ranking system, it was the bottom 10% that were “coached” to leave. PIPing another 8% this year, after culling the bottom last year, now means that we’re beginning to cut bone instead of trimming the fat. So we’re going to replace them with new hires (aka rats so blind they are willing to jump ON TO a sinking ship). The mantra is that we are outperforming our industry peers-but not in the statistics that really count - employee morale and attrition. Without either of those, how long can we maintain profitability?

The emperors have no clothes and even less credibility.

S. ask someone what the attrition rate is by assessment category. Hint-NSI isn’t the highest rate

Well, the cost of classifying me as NSI will cost them $250 / hr hiring back me as a consultant engineer vs. the $81 / hr they paid me as a full time employee.

Oh, well. They’ve always spent $5 to save $1.

McKinsey even had a hand in the "war against te---r" - Afghanistan, Iraq.

Need a strategic planning? Hire McKinsey - job done, money made, problems solved. EM is as stupid as many other corps, if not more. LOL

What are you talking about? This needs thought and conscience and most of all work.

Now think about EM managers and tell me if they are capable of putting thought, having a conscience and doing real work.

Here is the reason why this place is so toxic. Managers, not FLS as much, but these seasoned middle managers who just need to be fired immediately.

Look at Unconventional for examples, all people with manager title are either there because they are female( no offense) or because they have a texan accent or a toxic sponsor to vouch for them. No one respects these sick people at all.

Exactly. Short sighted focus is on salary (or dollar per hour). Experience and productivity are not factored in. Modern day management doesn't understand "area under the curve" analysis.

Thread regarding ExxonMobil Corp. layoffs

Cost of Attrition

7 replies (most recent on top)

Post a reply