Natural attrition: Difference between revisions

Natural attrition (view source)

126 bytes added , 7 January 2023

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 {{a|hr|}}{{d|{{PAGENAME}}|ˈnæʧrəl əˈtrɪʃ(ə)n|n|}}
-The dismal [[human resources]] practice of neglecting to manage out poor employees, and instead waiting for [[lateral quitter|good ones leave by their own initiative]], and then not replacing them, as a means to [[RIF|managing headcount]].
+The dismal [[human resources]] practice of managing a [[reduction in force]] not by tactically managing out poor employees, nor by strategically excising unneeded ones in a [[Redundancy|redundancy round]], but by waiting for [[lateral quitter|good staff leave by their own initiative]] and then not replacing them.
-For sensitive types in HR who don’t like workplace conflict, a smashing idea. For [[shareholder]]s, a terrible one, ensuring as it does the inevitable [[mediocrity drift|drift to mediocrity]] among the [[stewards of your capital]].
+For sensitive types in HR who don’t like workplace conflict, natural attrition seems a smashing idea: kind, humane and low-risk. For [[shareholder]]s, a terrible one, ensuring as it does the inevitable [[mediocrity drift|drift to mediocrity]] among the [[stewards of your capital]].
 A sensible [[human resources]] department — and here we are bound to say we are unpersuaded such a thing exists — would pursue the opposite strategy, devoting time, effort and, if need be, money, talking good employees ''out'' of leaving and, and funding any such expenditure by culling the poor ones.