attrition

简明释义

英[əˈtrɪʃn]美[əˈtrɪʃn]

n. 摩擦；磨损；消耗

英英释义

单词用法

同义词

反义词

例句

1.The company cut its workforce through natural attrition and fewer hirings.

该公司通过自然流失及减少招聘缩减了员工数量。

2.Yet discipline is poor, and the attrition rate high.

但他们的纪律差，流失率高。

3.A low attrition rate for good team members is a sign of success.

对于好的团队成员的低消耗时成功的信号。

4.The rate of attrition among New York judges has spiked.

所以纽约州的法官流失率陡增。

5.It was a war of attrition.

这是一场消耗战。

6.It IS not so much a takeover battle as a war of attrition.

与其说这是一场收购战，倒不如说是消耗战。

7.Part of the active user drop can also be attributed to the attrition rate on any given DPAR over time.

部分活动用户的减少也归结于随时间的推移在任何给定dpar上的损失率。

8.It looks like my company will reduce its staff through attrition.

我打算下半年退休，因为我所在的那家公司似乎要通过自然减员来精简编制。

9.The attrition rate at Airbus China is low, at 3%.

空客的自然减员很低达3%。

10.The company faced significant attrition 人员流失 rates last year, leading to a loss of experienced employees.

去年，公司面临着显著的人员流失率，导致经验丰富的员工流失。

11.To combat attrition 人员流失, the HR department implemented new retention strategies.

为了应对人员流失，人力资源部门实施了新的留人策略。

12.High levels of attrition 人员流失 can be detrimental to team morale and productivity.

高水平的人员流失可能对团队士气和生产力产生不利影响。

13.The military often experiences attrition 损耗 during prolonged conflicts.

在长期冲突中，军队通常会经历损耗。

14.The school saw an increase in student attrition 退学 rates due to financial difficulties.

由于经济困难，这所学校的学生退学率有所上升。

作文

In today's fast-paced world, organizations often face challenges that can lead to a phenomenon known as attrition. This term refers to the gradual reduction of a workforce through resignations, retirements, or other forms of voluntary departure. For many companies, attrition can be a double-edged sword. On one hand, it allows for fresh talent to enter the organization, bringing new ideas and perspectives. On the other hand, excessive attrition can result in a loss of experienced employees, which might affect productivity and morale. Understanding the causes of attrition is crucial for any business leader. Factors such as job satisfaction, company culture, and opportunities for advancement play significant roles in whether employees choose to stay or leave. For instance, if employees feel undervalued or see no clear path for growth, they may seek employment elsewhere. This is particularly relevant in industries where competition for skilled labor is fierce. Companies that fail to address these issues may find themselves grappling with high levels of attrition, leading to increased recruitment costs and disruptions in team dynamics. Moreover, the impact of attrition extends beyond just the immediate financial implications. High turnover rates can create a ripple effect within teams, leading to decreased morale among remaining staff. When employees witness their colleagues leaving frequently, it can foster a sense of instability and uncertainty. This environment not only affects productivity but can also tarnish the company's reputation, making it challenging to attract new talent. To mitigate the negative effects of attrition, organizations must take proactive steps to improve employee engagement and retention. This can include implementing mentorship programs, offering competitive salaries, and fostering an inclusive workplace culture. By making employees feel valued and providing them with opportunities for professional development, companies can reduce the likelihood of attrition. Additionally, conducting exit interviews can provide valuable insights into why employees are leaving. By understanding their reasons, organizations can identify patterns and implement changes to address underlying issues. For example, if multiple employees cite lack of support from management as a reason for their departure, it may be time to reevaluate leadership practices within the organization. In conclusion, while attrition is a natural part of any workforce, understanding its implications and causes is essential for maintaining a healthy organizational environment. By focusing on employee satisfaction and creating a supportive culture, companies can minimize the adverse effects of attrition and ensure a stable, motivated workforce. Ultimately, a strategic approach to managing attrition can lead to long-term success and sustainability for any organization.

在当今快节奏的世界中，组织通常面临挑战，这可能导致一种现象，称为人员流失。这个术语指的是通过辞职、退休或其他形式的自愿离职，逐渐减少劳动力。对于许多公司来说，人员流失可能是一把双刃剑。一方面，它允许新人才进入组织，带来新的想法和视角。另一方面，过度的人员流失可能导致经验丰富的员工流失，从而影响生产力和士气。 理解人员流失的原因对任何商业领袖至关重要。工作满意度、公司文化和晋升机会等因素在员工选择留任或离开时发挥着重要作用。例如，如果员工感到被低估或看不到明确的成长路径，他们可能会寻求其他工作。这在竞争激烈的技术行业尤为相关。未能解决这些问题的公司可能会发现自己面临高水平的人员流失，这将导致招聘成本增加和团队动态的干扰。 此外，人员流失的影响超出了直接的财务影响。高流失率可能在团队内产生连锁反应，导致剩余员工的士气下降。当员工目睹同事频繁离开时，可能会产生不稳定和不确定感。这种环境不仅影响生产力，还可能损害公司的声誉，使吸引新人才变得困难。 为了减轻人员流失的负面影响，组织必须采取积极措施来改善员工参与和保留。这可以包括实施导师计划、提供具有竞争力的薪资以及培养包容性的工作文化。通过让员工感到被重视并为他们提供职业发展的机会，公司可以降低人员流失的可能性。 此外，进行离职面谈可以提供有关员工离职原因的宝贵见解。通过了解他们的理由，组织可以识别模式并实施变更以解决潜在问题。例如，如果多名员工将管理层缺乏支持作为离职原因，那么可能是时候重新评估组织内的领导实践。 总之，虽然人员流失是任何劳动力的自然组成部分，但理解其影响和原因对于维护健康的组织环境至关重要。通过关注员工满意度和创造支持性的文化，公司可以最小化人员流失的负面影响，并确保一个稳定、积极的劳动力。最终，战略性地管理人员流失可以为任何组织的长期成功和可持续发展铺平道路。