Podcast

• What do you think HR teams address staff attrition reactively when the damage is done even though they know of the early signs they existed?
• What are the predictors of the early signs of staff attrition?
• How should HR create employee experience and strike the right balance between the top 10% of performers and the rest of the workforce?
• What are the risks and upsides of tailoring the culture too much toward high achievers?
• How can internal talent marketplaces reduce attrition and increase agility?
• Could you walk us on a real case where you didn’t leave the organization because of internal mobility?

Mic Drop Moment:

“Culture is like soil. Sunlight, water, and air- promotions, learning, compensation are essential, but if the soil is not good, even the best of them will not help.”

The importance of a people-first work culture can be understood by Gargi’s brilliant analogy that compares it with soil. She says if the soil isn’t healthy and nutrient-rich, no matter how much sunlight, water, or temperature you give, seeds can never sprout. Exactly, the same way, regardless of how many perks, benefits, birthday parties, or fun Fridays you celebrate together, you people will still leave just when they get the chance.

In short, it’s crucial to work on the culture at its core than covering the loopholes with superficial things.

So? ready to know the real elements that are missing in your soil?

Ready to dig into 7 mistakes you’ve been making unknowingly?

Read this blog packed with what not to do to keep your performers far from running.

No Prep. Only Perspectives.

• One retention metric you think every CHRO should track.
  Internal mobility and skill taxonomy of the organization
• Build or buy the future of retention?
  60% build, 40% buy
• Culture first or compensation first?
  Culture
• Any HR tech you were or are excited about in 2025?
  AI-driven talent marketplace
• One essential skill that helps HR predict flight risks.
  Communicate and manage the stakeholders
• Is high attrition always bad or a sign of overdue change?
  Sign of overdue change

Want to boost retention that goes beyond perks and benefits? Dive into this detailed blog that’ll help you uncover how to set your retention system at workplace apart?

Food for thought: Fighting Attrition

1. Why do employees leave even when your company offers great perks and benefits?

Because employees are looking for more than just perks. The things they look for are:

• Career growth
• Recognition
• Meaningful work
• Positive culture
• Freedom to take initiatives
• Great leadership

2. What are the early warning signs of staff attrition that you often miss?

Some of the signs of attrition that HRs often miss are:

• Your enthusiastic employee going silent
• Stepping out of initiatives
• Not showing up in meetings
• Lack of productivity
• Increased absenteeism

3. How can internal mobility help you reduce staff attrition and improve talent acquisition and retention?

Employees often leave for better opportunities that offer everything—from higher pay to a better culture. But here’s the escape route for you. That’s internal mobility!

Internal mobility, which means promoting or transferring within the same company to align business objectives with employees’ skills can help them discover their true potential.

It not only increases their engagement by making them feel valued and adding contentment to their work but helps them see surplus opportunities to grow in an organization.

Internal mobility:

• Cuts hiring costs
• Helps in talent utilization
• Builds a stronger culture
• Boosts employee morale
• Increases employee advocacy
• Enhanced succession planning

4. What common mistakes may I be making while trying to retain talent?

Yes, whether you know it or don’t, you might be making mistakes that are pushing your talent away such as:

• Creating one-size-fits all policies
• Micromanagement
• Poor internal mobility
• Weak recognition culture
• Burnout culture
• Ignoring feedback
• Lack of growth