Employee retention and attrition management for Polytechnic Colleges: keeping young lecturers and skilled instructors
A polytechnic trains teachers who then move to industry or degree colleges. Understanding why they leave, and what would make staying worthwhile, is the first step to keeping skilled people.
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Share your requirementsWhy employee retention and attrition management matters in polytechnic colleges
Many polytechnics lose young lecturers within three to four years of joining. They go to companies that pay more, to degree colleges that offer growth or to government posts. Skilled instructors leave when a factory offers a supervisor role. Each exit takes away trained people and leaves a timetable gap in the middle of a term.
Retention work begins with facts. List who has left, how long they stayed, what they said and where they went. Then see which causes are within the college's reach: growth steps, recognition, workload, industry contact or manager behaviour. Choose a few changes, and tell staff what is being tried.
How to set it up
1. List leavers and stayers
Names, cadre, years served, reasons given and destination for the last three years.
2. Talk to current teachers
Short conversations with young lecturers and instructors about what would make them stay or go.
3. Find the main causes
Group the reasons: pay, growth, workload, learning, treatment. Mark which are in your hands. See employee retention and attrition management.
4. Try three changes
For example a growth path, an industry attachment and a recognition event. Tell staff the purpose and the date for review.
5. Review after a year
Count who left and stayed, ask again and adjust.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Prepare a list of leavers in the last three years.
- Ask two recent leavers for a candid conversation.
- Ask young lecturers what would make them stay five years.
- Check whether exit conversations are held.
GullyHR can do this with you. Read how we approach employee retention and attrition management in general, or share your requirements and we will tell you where to start.
Questions owners ask
It may not be possible. Compare with other polytechnics and nearby colleges, and offer what you can: stable work, growth, learning, hours and respect. Be honest with staff about what the college can provide.
A calm talk with a leaving employee about their reasons, what worked and what did not. Hold it with someone other than the direct manager, record themes and review them each term.
Compare turnover, intention to stay in short conversations and the quality of applicants over one or two years. One term is too short to judge, so keep the same simple measures.