Tata Consultancy Services (TCS), one of the largest IT services companies in the world, has been pushing its employees to come to the office at least three days a week, in an effort to restore a sense of normalcy and collaboration after a prolonged period of remote work due to the COVID-19 pandemic. While this move has brought some benefits for the company, it has also resulted in adverse consequences, including a rise in attrition among women and a sharp decline in average learning hours per employee.
According to a report by The Times of India (TOI), TCS’s HR head, Milind Lakkad, acknowledged the increase in attrition among women. The exact reasons for this surge were not mentioned, but it is speculated that the transition back to office work may have disrupted the work-life balance for some female employees, who often shoulder a significant portion of domestic responsibilities. This could have prompted some women to seek more flexible work options elsewhere.
In addition to the rise in attrition, TCS’s annual report revealed a concerning drop in average learning hours per employee. The report indicated that the average learning hours declined from 121 in FY22 to 82 in FY23. The company did not provide a specific explanation for this decline, but some employees cited the adjustment to the new routine involving commuting to the office as a contributing factor.
One mid-level employee at TCS explained to TOI, “Productivity is hampered because we lose a lot of time in the commute which would have otherwise been devoted to completing some course.” This sentiment highlights the challenge faced by employees who now need to allocate time for commuting, impacting their ability to engage in learning and development activities.
Aditya Mishra, CEO at staffing services firm CIEL HR, acknowledged that as the world gradually returns to office spaces, employees have had to readjust their routines and allocate time for commuting. This adjustment period may have temporarily disrupted employees’ ability to dedicate time to learning initiatives, leading to the decline in average learning hours.
Further analysis of TCS’s annual report reveals a significant decline in average learning hours among different employee levels. Among mid-level employees, the average learning hours dropped to 40 in FY23 from approximately 50 in the previous year. While up to 90% of mid-level employees participated in the mid-level training program, only 60% of them were certified on “relevant market technologies,” according to the company’s annual report.
The decline in learning hours extended to junior employees as well. The average learning hours among juniors slumped to about 100 in FY23, compared to over 140 hours in the previous year. For senior employees, the annual report indicated that the average learning hours in FY22 were 77 for men and 91 for women. However, in FY23, the learning hours decreased to only 41 to 42 hours for both genders.
These figures raise concerns about the company’s ability to foster continuous learning and upskilling in its workforce. Learning and development play a crucial role in the IT industry, where staying abreast of the latest technologies and skills is essential for professional growth and competitiveness.
TCS’s management is likely to address these challenges and explore ways to mitigate the adverse effects of the transition back to the office. Balancing work-life demands, providing flexible learning opportunities, and implementing policies to support women employees could be potential strategies to alleviate the attrition among women and boost learning hours for all employees.
As TCS and other organizations navigate the post-pandemic work landscape, it will be crucial to strike a balance between the benefits of in-person collaboration and the flexibility that remote work offers. Ensuring employee well-being, promoting continuous learning, and addressing gender-specific challenges will be vital in creating a thriving and inclusive workplace environment for the workforce of the future.
