In the tech industry, where new ideas drive progress, there are two important phrases: “employee attrition” and “employee turnover.” These terms are often used together, but they have different meanings. In this blog, we will look into the depths of employee attrition and turnover, uncovering their impact on organizational performance and offering insights into effective strategies to overcome them.

What Is Employee Attrition?

Employee attrition occurs when employees voluntarily or involuntarily leave their positions, and the company opts not to fill those roles. This can result from various reasons, including retirement, employees seeking new opportunities, or even restructuring. Employee attrition leads to positions being left vacant, distributing responsibilities among existing employees or absorbing them altogether.

Insight Global mentions that determining a satisfactory attrition rate depends on your company’s size and nature, making it challenging to establish a universal benchmark. Although pinning down an exact “good” attrition rate is tricky, most businesses in the IT industry should target an attrition rate of 10% or less.

Difference Between Attrition and Turnover

The key difference between turnover and attrition lies in their outcomes. While both involve employees leaving the company, attrition in business results in positions going unfilled, whereas turnover necessitates replacements. 

Employee turnover comes in two main forms: voluntary and involuntary. Voluntary turnover arises when employees decide to leave on their own accord. On the other hand, involuntary turnover transpires when organizations request employees to depart.

  • Involuntary Turnover

In the context of involuntary turnover, employees might leave due to:

    • Temporary or permanent termination.
    • Workforce reduction or downsizing.
    • Company lay-offs.

Departing experienced software experts can disrupt existing initiatives, create gaps in specialized knowledge, and have an impact on the creative software environment. Furthermore, due to the quick rate of technical innovation, the loss of significant contributors can have an influence on the morale and cohesiveness of tech teams.

  • Voluntary Turnover

In contrast, voluntary turnover occurs when employees choose to leave, often due to reasons such as:

    • Pursuing better career opportunities.
    • Relocating for a job.
    • Personal motives like further studies, travel, health concerns, etc.
    • Opting for early retirement.
    • Being discontent with their career trajectory.

Sudden terminations can disrupt software and tech team communication, delay projects, and generate anxiety in the workspace. Furthermore, the loss of specific technical knowledge held by leaving employees can stymie project progress and reduce overall team efficiency.

Employee Turnover

Understanding Employee Turnover: Causes, Effects, and Retention Strategies

In the competitive world of the IT industry, understanding employee turnover is very important. It’s challenging for companies to keep...
Łukasz big avatar
Łukasz Terlecki
Read more

What Causes of Employee Attrition

Employee attrition can be triggered by a combination of internal and external factors. Internally, employees might leave due to dissatisfaction with work, lack of growth opportunities, or conflicts with management. Externally, the allure of better offers, improved work-life balance, or career progression elsewhere can contribute. 

According to ICONIC’s most recent future of work report, 83% of technical employees leave due to dissatisfaction with the job role, 78% leave due to dissatisfaction with career growth and professional development, 75% leave due to salary or compensation reasons, while 73% leave due to burnout.

  • Impact of Employee Attrition on Organizational Performance

Research conducted by Forbes revealed that IT/tech companies experience an average attrition rate of 23% annually, which is significantly higher compared to other industries.
Unfavorable attrition rates in the IT industry have a big impact, affecting various aspects that might not be immediately obvious.

    • Team Efficiency: When unexpected employee attrition hits, productivity takes a hit, especially when others can’t fill their shoes. For example, losing a front-end developer might mean delay in full-stack projects, affecting timelines which strains productivity due to limited backup.

    • Burnout Surge: Tech teams dealing with attrition often face burnout as remaining members pick up extra work. A survey highlights that 41.1% link burnout to understaffing. Burnout is both widespread and expensive, costing the US $500B and 550M workdays annually.

    • Loss of Technological Know-How: When a tech team member leaves, they take their unique knowledge with them. This unrecorded expertise, sometimes called “tribal knowledge,” is a significant loss. Nearly 42% of specialized job expertise belongs to the departing IT specialist. Moreover, 60% struggle to access critical info from colleagues that creates a gap which requires time and effort to rebuild.
  • Employee Engagement and Retention

To counter the negative effects of employee attrition, tech firms can adopt several strategies to address the challenges posed by employee attrition. 

    • Competitive Compensation and Benefits: Offering competitive compensation packages, including salaries, bonuses, and benefits, can help attract and retain top talent in the IT industry.

    • Allow Flexibility: A study by Yoh showed that 44% of women and 39% of men would consider taking a new job that offered a more flexible work environment. When an organization gets creative about how teams can do their work, employers will be able to accommodate and retain more people.

    • Employee Surveys: Conducting regular surveys to gauge employee satisfaction and identify areas for improvement can help address underlying issues that contribute to attrition.

    • Exit Interviews: Conducting exit interviews with departing employees can provide valuable insights into the reasons for attrition and help identify areas for improvement.

The IT industry can leverage various technological tools to enhance employee engagement and retention. For instance, collaboration platforms like Slack and Microsoft Teams facilitate seamless communication and foster a sense of belonging among remote teams. Additionally, performance management software such as BambooHR and 15Five provide real-time feedback and recognition, promoting employee satisfaction and retention.

Employee Retention Rate

Employee Retention Rate in Tech Company: Navigating High Turnover Rates

Understanding and managing employee retention and turnover rates has become a pivotal challenge for companies striving for sustained growth. The...
Łukasz big avatar
Łukasz Terlecki
Read more

Overview of What Is Attrition in the IT Industry

Navigating attrition is a key challenge in the tech industry. Understanding the differences between voluntary and involuntary turnover and acknowledging the industry’s 23% annual attrition rate, enables effective strategizing. 

Organizations may decrease the impact of attrition by implementing competitive compensation, flexible work structures, and taking advantage of tech tools. This approach fosters resilient teams that actively promote innovation and progress within the dynamic tech landscape.

Find some time in your calendar and schedule an online appointment.

Make an appointment