Preliminary Reports On Employee Turnover Students Name Profe

Preliminary Reports On Employee Turnoverstudents Nameprofessors Name

Preliminary Reports on Employee Turnover Student's Name Professor's Name Presentation Date Institution Affiliation – Lack of growth and progression at the organization. Overworking of the employees at the organization. Lack of feedback to the employees and recognition of the contributions that they make. Little engagement with the employees on decision making (Liu, 2017). Reasons Why Employees Leave Organizations – Employee turnover is a very expensive exercise to the organization and this conducted by the daily activities that the organization engages in.

Having seen that the turnover at the organization I believe that the highlighted reasons might be major reasons that are contributing towards an increased employee turnover at the organization. For instance, the issue of growth and progression of the employees is a pressing issue for all the employees as they all seek to grow and develop themselves in whatever field they engage in. Overworking of the employees also makes them bored and fatigued and might resort into seeking companies that might have less work with similar or better rewards. Recognition of the employees is also crucial for the success of the company as the employees want to feel valued and respected for the contributions they make towards the company.

Finally, there is a need to engage the employees; they must be protected by ensuring that they take part in decision-making. 2 Conducting an employee satisfaction survey Conducting periodic and unexpected interviews with the employees Productivity and overall performance of the employees (Okyere-Kwakye, Nor, Effah-Assampong & Awang, 2018). The determination of both turnover rates and absence rates among the employees. Ineffective team-building measures. Ways to Measure Employees` Morale – Employees can easily be detected on their likelihood to leave the company based on various factors. Its important that the HR manager understands all the possible ways in which the employees` morale might be affected and how they are likely to leave the company when their needs are not taken care of.

For instance, through conducting an employee satisfaction survey, all the details on their satisfaction with the company would be obtained; this includes data on their rewards, commissions, and salaries. Working hours of these employees and how they are paid based on the worked hours. Then there is the overall production and performance of the employees; a decline in their overall performance is an indicator of reduced morale among the employees and it’s the HR’s duty to ensure their morale is boosted so that the company can regain its initial or even better performances. The increased turnover rates, as seen, is a clear indicator that the company is suffering from loss of morale; the employees have lost motivation with the company, and there is an increase in absenteeism, which results in a final increase in turnover.

Besides that, use of teamwork is also often used in such cases to ensure effective operation of the facility. However, when there is ineffectiveness in building teamwork, it also indicates that employees have low morale. They show little enthusiasm or dedication, which affects overall performance. 3 Investing in the employees to make them feel valued Rewarding and compensating the employees well for the work and services that they deliver, improving and perfecting the selection of employees to be hired, providing considerate and thorough feedback, and ensuring good work-life balance (Thomas, Brown & Thomas, 2017). Ways to Reduce Turnover Rates – Employee turnover is an expensive exercise that the company should avoid.

Therefore, to manage this situation proactively, I propose investing in our employees by making them feel valued, rewarding and compensating them adequately, improving the hiring process to attract only the best fit for the company, and creating policies that promote a healthy work-life balance. Such initiatives are likely to enhance employees’ morale and loyalty, making them more committed to organizational goals, thereby reducing turnover rates.

4 Increased Employee retention comes with huge benefits: reduced budget allocation on training and hiring of new employees; increased productivity as employees work better together; improved morale; and overall customer satisfaction (Otaye-Ebede, 2019). The Value of Managing Employee Turnover – Employee retention is crucial for organizational success. A strong retention policy decreases the costs associated with recruitment and training, and fosters a stable work environment that promotes long-term productivity.

Long-term working relationships improve trust and understanding among employees, which enhances internal communication and teamwork. Customers tend to develop long-term relationships with employees, leading to higher satisfaction and better service delivery. Overall, effective retention strategies can significantly enhance organizational performance by ensuring that experienced and motivated employees remain committed to the company’s success.

References

• Liu, X. (2017). Emotional labor strategy of hotel frontline employees: The antecedents and consequences. Journal of Service Science and Management, 10(05), 425.
• Okyere-Kwakye, E., Nor, K. M., Effah-Assampong, I., & Awang, S. R. (2018). Employees’ turnover: Examining its causes in the Ghanaian banking industry. International Journal of Academic Research in Business and Social Sciences, 8(2).
• Otaye-Ebede, L. (2019). Antecedents and outcomes of managing diversity in a UK context: test of a mediation model. The International Journal of Human Resource Management, 30(18).
• Thomas, N. J., Brown, E., & Thomas, L. Y. (2017). Employee satisfaction and turnover intention: A comparative analysis between front-of-house and back-of-house employees in casino-entertainment venues. Journal of Human Resources in Hospitality & Tourism, 16(1), 71-87.
• Additional scholarly references relevant to employee turnover and retention strategies to be included as per research standards.