Everyone talks about high attrition, but can anyone share the formula and component factors? How exactly is attrition calculated in EM?
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What an old post!
Just count the number of Real Best & Brightest.
Cut 90 percent.
What's that - a couple hundred people?
Doesn't seem like they are actually tracking it. It seems like they are focused on the headcount reduction.
SLS here- I was surprised by Ian Carr’s reporting of 4% for F&L attribution because at our site we’re seeing ~24% for MPT’s. My DH told me the F&L number is a global roll up skewed by countries in Eastern Europe and AP that are growing, and also includes wage (Maintenance and Operations) and clerical folks which have much lower attrition rates than the salaried people in North America.
I have rarely known of young engineers to quit after the 3 year point. This year it would be an anomaly to go 3 weeks without hearing of another young engineer (or multiple) leaving.
It's calculated on rolling 12 months data Vs current number of employees and it excludes: people accepting PIL, people leaving while on leave (maternity or sabbatical or long term sick leave) and people in notice period.
In a forum an upper middle manager said 3 times the normal.
Like we told you before, it’s 4% and right in line with all other industries. People are leaving to be closer to home. Now quit asking.
Short answer is it is calculated (manipulated) to support and progress managments agenda.
Whatever numbers we might hear...they would be false.
Many people are leaving "to be with family" This is pretty much code for they hated it here.
@gbd+1daVxzt5 is that a stupid question because you don’t know the answer? I see wild claims of 10% to 20% attrition but what is the basis of these claims? Does this include PIL? What is regretted attrition, and what is the base upon which the % is calculated - 2020 jan 1 headcount or 2021 post layoff headcount? Or is the base a normalized headcount # post PIP and layoff? Is this looked at by function/ country, and have taken TMTS HW3 and other MSP work into account? for all we know attrition is just the norm and nothing to fret about. Maybe it’s not high enough and more is needed
What kind of stupid question is this? Are you a manager?
For me it is looking around the office seeing all the people quitting. Looking on LinkedIn and seeing all the cube photos. I don’t believe their numbers. You can create a KPI to make anything look good.