High Employee Turnover: Solutions for Organizations - Essay Sample

Introduction

The problem from the report that was chosen is "High Employee Turnover" as it is a problem that is faced by many organizations and therefore it would be adequate to try and find solutions to the problem. It is essential that all employers to make sure that the career development of employees in an organization is when defined as structured as this motivates them and make sure that they will work towards achieving the organization's goals (Hom, Lee, Shaw, & Hausknecht, 2017). Many employees nearly two-thirds leave their current employment in search of new jobs citing the main factor as lack of career growth and development.

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It is essential and necessary that if the leaders of the GIS Group want to attract and retain the most talented individuals or staff members in the organization for the organization to achieve its goals and objective (Kim & Fernandez 2017). Additionally, the leaders in the organizations must show the employees that the organization is committed in their professional growth.

High employee turnover can be very harmful to the organization, and some of the negative impacts on the company and the employees include firstly, it is expensive. The process of hiring employees is costly. It mainly consumes a lot of resources and time, and if the procedure is not captured correctly, it even becomes more expensive. For instance, the average cost of replacing a median employee in GIS Group is $12,000. When an employee leaves, then it becomes more costly as the position is left vacant, and no individual is working on the projects that the employee was working on.

Likewise, a high employee turnover rate results in lower employee morale. The moment an employee leaves the company, then it means that the confidence within the organization was shallow. It is essential that the management of the GIS Group address the issues that are leading to employees jumping ship. There is a high likelihood that there are some significant issues within the firm or the culture that should be solved. Common issues making employees leave their posts include discrimination, bullying harassment, interpersonal conflict, communication problems, gossip, performance, issues, poor job fit, and low motivation and job satisfaction, among other factors.

Primarily, it is crucial to keep the work place environment positive as the organization is composed of different worldviews interact, communication styles, and personalities. These differences are one of the primary workplace issues that can result in tension and stress within the firm. Moreover, it is essential the management in GIS Group to note that workplace issues can result in decreased productivity and performance, reduce satisfaction and happiness, loss of job or termination, and a wide variety of mental health issues.

Similarly, harassment is GIS Group was evident, and it essential that the leaders consider and take actions on ways of improving and eliminating the issue. Importantly, harassment in the workplace results in legal troubles which can paint a bad image of the organization resulting in employees leaving the firm to avoid being associated with such an organization.

Solution: Creating a Positive Work Environment

The solution identified is creating a positive work environment. The managers of GIS Group have been using outdated systems to measure employee performance, therefore, leading to high employee turnover. The market is changing, and the management needs to adopt a new system that ensures that the staff members interest is considered when creating remuneration policies. Additionally, the management of GIS Group lacked strategies that could put a human face on the employees. It is necessary for the leaders of the organization to have supervisors who meet the criteria that find the work fun because of the high level of team corporation. Some of the strategies that the managers of the GIS Group can use in creating a positive work environment include the following:

Describing experiences and not position: some of the best organizations across the globe spend most of their valuable time-sharing various types of skills that their staff members can have within the organization rather than giving out random potions which have no meaning or value to the organization or the employee (Kim & Fernandez 2017). Primarily when the firms increase the variety of experiences that it can offer to its employees, then the workers feel as they are the part of the firm and they have a perception that they have an opportunity within the organization (Hom et al., 2017). Moreover, this means that the employee will trust the organization and its leadership in making sure that the

Hire the right people: the process of keeping employees in any firm mainly starts with hiring the right people to work for the organization. Not only should the human resource department be looking for people with strong skills but also for staff members who fit the business culture (Hom et al., 2017). Hiring the right individuals for the firm means that the employees will be having the right skills, be in the right mindset, and motivated.

Offer competitive pay and benefits: each employee is always looking forward to work for an organization that offers competitive salary and benefits. Therefore, the leaders of the GIS Group should create a system that pays its employees well and keeps motivated so that they can achieve the organization's goals. Primarily, if the employees are not paid well, then, the business will likely fail (Kim & Fernandez 2017). Therefore, pay and benefits play a crucial role in making sure that employees stay within the organization, and they are happy. A happy employee translates to a successful organization.

Give praise: each employee need encouragement and recognition. If the management of the GIS Group needs to address this issue if turnover within the organization then it needs to start a program that recognizes the best performing employees within the firm. The main aim of this strategy is to create a positive work environment. Primarily, when employees of a firm feel motivated, acknowledged, and desired, there is a high likelihood of them staying in the firm (Hom et al., 2017). This method is one of the best in ensuring that the employees remain in the firm the management needs to use the correct words.

Allow flexible work schedule: every employee seeks employment in an organization that has schedule that fits his or her timeline. The management of the GIS Group should work schedule that is flexible to the employees to enable them to have time with their families. Additionally, the administration should allow some employees to work from home when there is no much work or when they do not need to be at the office (Kim & Fernandez 2017). Moreover, when employees can live their job outside the work station, they become less distracted and more satisfied when at work.

Enablers at The Workplace That Will Help Materialize the Solution

GIS Group organization have a different level of management and an excellent organizational structure. This enables that firm to pass on instruction, and they are effectively implemented. The enablers within the firm to help to materialize the solution include:

Supervisors

• The manager
• Chief executive officers
• Construction manager
• Chief architect
• Chief electrician

Work Cited

Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530. DOI: 10.1037/apl0000103

Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22. https://doi.org/10.1177/0275074015583712