Human resource is one of the most valuable resources in any organization. The success and failure of human resource department in any organization are dependent on the quality of employees. At some particular level, many organizations experience a high employee turnover. Human resource managers are tasked with retaining and recruiting employees. The role that they play is very significant in that they have to maintain the well selected, well-trained employees in the organization for longer periods (Soundarapandiyan & Ganesh, 2015). The impacts of high employee turnover in the organization could prove very costly to the organization. The impact of high employee turnover in Bigwig Corporation is not only financial, but employee morale may also be affected adversely. There are numerous explanations as to why personnel quit Bigwig Corporation. Some of these reasons include; work-life imbalance, rude behavior from the management, the job did not meet their expectations, employee misalignment, feelings of being undervalued, lack of coaching and feedback, lack of decision-making abilities, people skills are inadequate, organizational instability, frozen raises, and promotions, unavailable growth opportunities, and finally shaken faith and confidence.
Step two: Justification for Problem Definition
Organizations sometimes make the mistake of hiring individuals who are not qualified for the task at hand as was the case in Bigwig Corporation. It is up to the human resource management to ensure that the employees who are hired for a particular job are in sync with the goals and the culture of the organization. Neither the employee nor the manager in the human resource department is happy under these conditions and in most instances, it normally ends badly. The other reason for increased high turnover of employees in Bigwig Corporation is undervaluation. Every employee regardless of the organization has to be rewarded and recognized for the job that they are doing. It is imperative to note that recognition of employees does not have to be always in monetary forms. Sometimes, recognition can be best achieved by sincere appreciation. Another factor that leads to high employee turnover is the lack of decision making by employees. In Bigwig Corporation, some of the managers micromanage to the level of minutia. The message that the micromanagers sent to the employees is that they are insecure of leaving some of the tasks to employees and the message that the employees get is that they are not able to perform some of their jobs without having to follow directions from the managers (Guha & Chakrabarti, 2016).
For Bigwig Corporation, constant reorganization of management, shuffling people and changing direction disconnects the employees from the purpose of the organization. Employees then do not have a clue on what is going on in the organization or what they should be doing. This then lead to inefficiencies, frustrations, and confusion in the organization. When growth opportunities are not given to employees, some employees feel trapped in a dead-end position and often force the employees to hop from one organization to another in the bid to grow in compensation and status. Human resource managers have to ensure that they find ways that they can help employees to develop responsibilities and skills in their current and future positions in the organization. Employees in the organization who can see a potential for a comparable compensation or growth are more inclined towards remaining at the organization.
Step three: List of Alternative Courses of Action
Provision of growth opportunities
Recognize and reward employees
Step four: Evaluation of Alternatives
Provision of growth alternatives
When an organization provides software, workshops or other tools to assist the employees increase their comprehension of themselves, and what they want especially for their careers, the employees are more inclined towards remaining at the organization. The advantage of this alternative are; the growth opportunities give the employees a challenge that they are willing to pursue in the bid to increase their knowledge. The second advantage is that employees stay engaged in their jobs. Growth opportunities give a welcome distraction to employees who may be bored with their job.
Provision of growth opportunities in the organization does not always reduce turnover. Some of the disadvantages of using the provision of growth opportunities as a strategy may include; the employees do not work 100% on their work as they are distracted by the job opportunities offered, the employees may just acquire knowledge from the growth opportunities provided before they seek another job that rewards and compensates well.
Recognize and reward employees
Offering things such as profit sharing, competitive salaries, health plans, bonus programs, and pensions have numerous advantages and disadvantages in reducing the high rate of employee turnover in organizations.
The advantages include; a powerful message is sent to the employees regarding the importance of employees in the organization, productivity in the organization increases, the employees feel motivated that their work is appreciated and would be motivated to show what they can achieve, there is a marked influence on the organizations retention capabilities. The other advantage is that employees get rewarded for their efforts. This prevents similar pay for employees who are not exerting their full efforts.
Some of the disadvantages of rewarding and recognizing employees may include; there may be a bias in some employees due to favoritism by the management, some employees may feel that the recognition and reward that they receive is not on the same platform as other employees. The other disadvantage is that it sets a precedent in that some employees may want to be recognized as soon as they achieve certain limits that were achieved by other employees previously even though the circumstances of achieving those targets and objectives may have changed.
Employees who are empowered are able to make decisions, take control. They are more confident, determined and capable of working more effective and efficiently. There are various advantages and disadvantages of empowering employees in the organization.
Some of the advantages of employee empowerment in reducing employee turnover include; there are high instances of improved quality of work. This is because the employees have the feeling that they ate contributing towards the success of the organization. Additionally, employees take pride in the quality of work that they provide. The second advantage of employee empowerment in reducing turnover is that there is a high level of employee satisfaction in the organization. The increased responsibility of employees, flexible work schedules increase employee satisfaction. Qazi and Shafique (2015), add that employee empowerment lead to higher levels of loyalty and this, in turn, may result in increased retention ratios. The other advantage is that empowerment increases collaboration in the organization. The employees are able to gain self-confidence in their capabilities and therefore have a feeling that they can positively influence the organization thereby reducing turnover.
Some of the disadvantages of employee empowerment in reducing employee turnover is that there would be increased issues of confidentiality and security risks when employees leave the organization. Security related and confidential data may be leaked to competitors. These data could be costly to the organization. Another disadvantage is that interpersonal relations may suffer in the organization. Some employees in the organization may take the responsibility given to them too far. This may increase tensions thereby reducing work morale and create a hostile work environment (Paille, 2013).
Step five: Conclusions/ Recommendations
It is vital that organizations have proper employee retention strategies to reduce turnover. It is the responsibility of the human resource management to ensure that work environment is created that motivates and stimulates employees. There are numerous strategies that can be executed in reducing employee turnover. Such practices include listening to the employees, basing rewards on performance, respecting their opinions, and listening to the employees with regard to their ideas and concerns and assist them in their career advancement. Moreover, employees in the organization have to feel valued and appreciated, provided with growth opportunities, given feedback and have confidence and trust in the work that they do. All these strategies are both beneficial to the employer and the employees in reducing employee turnover.
Step six: Strategies for follow-up and evaluation
There are numerous approaches that can be executed in reducing employee turnover. Some of these strategies include training and mentoring the employees. Training of employees can be conducted at set dates such as once monthly or twice a year. Employees should also be given mentoring programs. The evaluation of employees should be done through a feedback system that shows the development of employees in acquiring certain skills and responsibilities.
Qazi, T. F., Khalid, A., & Shafique, M. (2015). Contemplating Employee Retention through Multidimensional Assessment of Turnover Intentions. Pakistan Journal of Commerce & Social Sciences, 9(2), 598-613.
Guha, S., & Chakrabarti, S. (2016). Differentials in Attitude and Employee Turnover Propensity: A Study of Information Technology Professionals. Global Business & Management Research, 8(1), 1-17.
Paille, P. (2013). Organizational citizenship behavior and employee retention: how important are turnover cognitions? International Journal of Human Resource Management, 24(4), 768-790. doi:10.1080/09585192.2012.697477
Soundarapandiyan, K., & Ganesh, M. (2015). EMPLOYEE RETENTION STRATEGY WITH REFERENCE TO CHENNAI BASED ITES INDUSTRY- AN EMPIRICAL STUDY. Global Management Review, 9(2), 1-13.
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