The attrition rate of TCS has historically been higher than the national average, due in part to its fast-paced nature and high levels of customer demands. This places a great deal of pressure on employees as they are expected to work hard with tight deadlines and little downtime. Additionally, the company’s commitment to innovation can often lead to personnel feeling overwhelmed or burned out.

Furthermore, certain departments such as IT tend to be more susceptible to turnover due to increased competition for talented developers and engineers; this is especially true in areas where salaries are lower than market standards. Moreover, TCS offers a fast track career path which allows individuals who show strong performance potential – early in their careers – the opportunity for rapid advancement within the ranks, but this can also lead some personnel feeling inadequately rewarded or overlooked when promotions don’t come as quickly as expected.

Finally, a major factor that might be contributing to TCS’s attrition rate is its outsourcing policy which enables it to hire people from around the globe at costs lower than those found domestically; while providing employment opportunities for those seeking work abroad, this practice could potentially strain relationships between local staff already working within TCS. Ultimately all these factors contribute towards inducing stress on employees making them feel inadequate and leading them away from remaining with TCS any longer than necessary.