Review the information from the regional data and exit interviews, focusing on the major patterns that are associated with store-level turnover. What appear to be the most significant problems for Tanglewood based on this information?
Different significant problems seem to affect Tanglewood, and one of them is training managers. It is imperative to understand that excellence in managerial training performance can often be observed from the outside and because competitors can walk into the store and see which one functions well. Another critical problem was the employee's satisfaction and competition. We were provided with information that shows the top ten businesses that could draw employees from Tanglewood through the regional data. Some of the factors used to consider this included the number of stores established in the area, the total square feet of retail availability, and the number of other Tanglewood stores. The data shows that the top three regions to record the highest number of turnovers are North California, Colorado, and Arizona. They recorded the highest number of turnovers at 221, 212, and 172 turnover indices, respectively. Areas around Utah, New Mexico, and Idaho had the least turnover at 106, 101, and 99 turnover indices, respectively.
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Information from departure interviews indicated that some of the employees existed because of the search for better alternatives. These included managers who found superior options. For example, the Western Washington branch's assistant manager said that "As much as I love it here, I can't pass up a job that pays 25% more per year to start in the high-tech industry. I also think it's just time for me to try out some different work." Others exited because they were not satisfied with the work and the organizational direction. Lastly, others exited because of significant life events, which were mostly outside the position in the company.
