How can Intentional Attrition help your Talent Acquisition?
I saw an interesting article recently in HBR “Companies need to normalize healthy turnover” which looks at the benefits of intentional attrition.
Intentional attrition, a deliberate plan to reduce the number of employees or customers over time, can provide loyal alumni and boomerang employees, but few companies utilise this strategy.
It seems a sensible way of operating, as we all know that at some point the employment relationship will end.
We have a tendency to dance around this subject, often with both sides at interview pretending it’s going to be a job for life when we all know realistically it’s probably 3 years or so.
Why not be upfront about the actual reality and get the most out of the time you have together and importantly not have an awkward ending?
McKinsey & Co., is a high-profile and high-performing business that fully embraces this notion of intentional attrition, also known as an up-and-out system.
Employees are informed at the beginning of their tenure that they may not progress to senior positions, and with only limited senior positions available, some team members will be encouraged to leave.
This approach offers a sense of transparency and security. As opposed to putting people off, they are actually more comfortable knowing where they stand.
Former employees are part of a thriving alumni community that benefits their long-term career development and also helps to generate powerful employer branding.
Positive alumni reviews can attract equally ambitious, hard-working job seekers looking for a place that will bring them purpose and a sense of belonging.
As we know a positive employer brand is an extremely helpful tool to attract talent.
Implementing these measures can create an organisational process that does not penalise workers who resign, generating a positive culture that significantly benefits the employer brand.
When you have this kind of pragmatic approach, you’ll have better relationships when employees move on, meaning more positive reviews and the possibility for them to return at a later stage of their careers.
When former employees praise an organisation, other candidates in the market sit up and listen, and in particular this helps you attract those that are motivated to enjoy a similar environment.
If you want to benefit from an improved employee brand and access to more boomerang employees, then it may be time to start having more realistic conversations with employees about their career development.
How do you integrate Intentional Attrition into your people strategy?
