Employee turnover is one of the major headaches to the human resource departments of most organizations. This challenge leads to many shortfalls within the operations of the organizations. As a result, it is important that the human resource find a way to curb employee turnover by embracing an employee retention strategy that will see employees remain in their places of work notwithstanding some factors that may force them to abscond their duties or resign. This discourse, therefore, delves in some of the major causes of employee turnover while expounding on the primary and viable solutions to this challenge. The discussion goes further to explain how the highlighted solutions work towards reducing staffing costs while increasing productivity.
Analysis of the Root Causes of Turnover
Employee turnover is attributable to many factors. The major ones have been analyzed in this discourse. Stress on the job is a critical root of employee turnover, which can be caused by unnecessary harassment of staff members by the personnel tasked to take charge of a particular section in an organization. Besides, stress at the workplace comes as a result of poor working conditions, which cause the employees to work under tension (Saridakis & Cooper, 2016). Besides, stress results from excessive work, which puts an employee in a state of anxiety. Another root cause of employee turnover is where an employee finds the job to be unsatisfying. At the time of employment, the employee hopes to carry out some duties, but when he or she is given tasks not related to his or her expectations, they prefer to quit. The lack of ability to resolve customer problems or requests is another cause of turnover among employees. When an employee cannot deliver or offer help to the organization, he chooses to leave. The issue of compensation plays a massive role in employee turnover, whereby most employees expect huge benefits only to get less than expected. When another job opportunity emerges, most employees elect to go, especially when it offers greener pastures. The goal of any employee is to get the best remuneration for his job. Therefore, if he or she finds an organization that provides better salaries than the present one, they seek a contract with the new firm. Such a move is typical among many employees and institutions. It is worth noting that employee turnover is attributable to other factors such as family issues. Indeed, most employees have families, which they would want to remain bonded even as they work. In case an organization sets rules or provides an avenue which will keep an employee away from his or her family members, such an employee would prefer to leave their duties and find another solution (Akanda, 2013).
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Solutions to the Root Causes
The activities of an organization must continue amid challenges. It is, therefore, incumbent upon the human resource to find solutions to the detailed root causes of turnover. For instance, the human resource department should stick to the terms of the contract when allocating jobs to new employees (Finney & Robbins, 2013). This initiative will help avert cases where employees realize that they are not doing what they undertook to execute in the organization. Besides, employee motivation should be taken seriously by the human resource. In this regard, the compensation should be reasonable. Every human being advocates for the satisfaction of their wants. Consequently, offering perks that motivate employees will undoubtedly retain them at their places of work. Cases of stress at the workplace can be dealt with by establishing a rapport between employees and the management. When employees feel a part of the organization, they will work in a relaxed mood (Akanda, 2013). Work allocation at the institutions should be done appropriately to ensure that employees do not suffer from burnout, which is a major cause of stress. The challenge where employees leave due to opportunities from other organizations can be averted by regularly increasing the salaries of the employees. Furthermore, regular promotion of employees helps to retain them. It is normal for employees to leave for their lack of ability to satisfy their clients. However, training through workshops and seminars about the activities of the organization will enable the employees to deliver according to client expectations. Consequently, they will get motivated to keep working in the organization thus minimizing turnover.
The effectiveness of the Proposed Solutions
The effectiveness of the above solutions is measured by their ability to increase productivity while reducing staffing costs. An organization that has a settled staff boasts of efficiency within the production sector (Finney & Robbins, 2013). The profit margins of a company with less employee turnover are quite huge since employees focus on delivering quality products. Likewise, such an organization does not spend much money on regular recruitments and training of new members who come in as a result of turnover. Therefore, all the revenues accumulated by the company form profits since staffing costs are averted.
References
Akanda, D. A. (2013). The Practicalities of Human Resources . Liberty Dr, Bloomington, IN: Author House.
Finney, M., & Robbins, S. P. (2013). Successful Management Guidelines (Collection) . Upper Saddle River, NJ: FT Press.
Saridakis, G., & Cooper, S. C. (2016). Research Handbook on Employee Turnover . Gloucestershire, England: Edward Elgar Publishing.
