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Reasons for Voluntary Turnover

Write about the Problems of Voluntary Turnover and the Strategies.

A work relationship should maintain mutual agreement and interests to the parties involved at all times. These healthy interactions between the stakeholders ensure for a long term association in a place of work with less problems. However, sometimes an employee might decide to terminate his or her association with a certain organization for different reasons, which is called voluntary turnover. There are different reasons that could motivate an employee to voluntarily turnover, including dissatisfaction at work or better chances outside. In the event that an employee has left his duties out of good will, then it leaves the organization with some impact (Tanova 2008). Employee turnover is a trend that has resulted in negative impacts to the organization affected.  An organization ends up facing increased expenditure, difficult in handling and developing new employees, a negative brand image and overall reduced performance.

The success of an organization fully depends on its employees to deliver great services in consideration to their skills and experiences. Companies with focused and contented workers perform better because they give employees are able to give their best at work. Success comes when all the parties are getting what they need to motivate them towards achieving the goals of an organization (Crossley 2007). An organization usually needs to improve its employee strategies and programs to the extent that they can maintain their most valuable workers. Some of the ways to ensure long term working relationships with employees is to recruit the right team, putting more consideration into the benefits and considerations of employees, offer rewards for good work done, create new opportunities for growth and offer a positive working environment.

People do not always get the jobs they had wished for in their dreams and career development. When such like a situation occurs, people might find themselves in need for career change and hence end up quitting their jobs and terminating their contracts before maturity. Some of the main reasons that might lead to such like actions include a mismatch between the job requirements and the skills and experiences of an employee (Zimmerman 2009.). An individual might have the required skills and knowledge in the sales and marketing sector but then acquire a position in the information technology department. He or she might be trained on the new job and get the basics but his or her skills lies somewhere else. Only an employee trained in a certain sector can deal with complex situations when they occur in the process of operation (Sturges 2005.). It is therefore challenging and stressful for one to hold the wrong position which might later on lead to turnover. In case a job that covers that employee specialty, they will not hesitate to quite their current job and enter into their field.

Problems of Voluntary Turnover

Stagnant growth of a company might lead to some employees opting to go look for opportunities elsewhere in the name of new opportunities and openings. The major purpose of the human resource department is to ensure that the company can improve its current state and advance. If an organization stays in the same position for years, then the employees usually feel less motivated. They want to see ne project coming up, new clients, new opportunities and exposure for them. If there are no such developments, then it is easier for them to opt for other options that give them a better chance to do more. Organizational instability also closely relates in this case as everyone wants to feel safe with their source of income and career path (Lee 2004. ). If an organization shows some signs of failure like unable to pay debts and make good profits, then employees will look for jobs in a more secure environment.

Poor management is also one of the reasons that lead to instability in the human resource department. If the leadership of the organization is less focused on the needs of its employees, then it is difficult to keep them on track (Nelson 2012). A worker feels comfortable and satisfied if the management system emphasizes on activities that develop his or her ability to produce better. Some of the issues lacking in the organization might be less focus on employee motivation activities. An organization might get stuck focusing on external issues like the market and end up neglecting their employee management programs. At this moment, employees starts feeling neglected and may consider options offered to them in other organizations or field as well. The workload might just be too much for an employee to handle making them move so as to balance their lives with work. Sometimes companies are faced with crises in such a way that they have limited time and a lot of duties to perform (Miller 2006). In this situation, they end up overloading their current workers because of escaping hiring costs. Since there may not be allowances in addition to the work, then some employees might feel overworked and decide to leave. These reasons and many others encourage employees quit their jobs in search for better and more fulfilling opportunities. 

Employees are an important stakeholder when it comes to the success or failure of a certain organization. They sudden departure might therefore leave the firm on the face of very challenging situations.

Dealing with New Employees

Any business organization has set regulations that govern the process of their operations especially when dealing with workers. In the cases of employee turnover, then the company is left at a bad state of financial spending. Any employee is entitled to a certain amount of compensation when their contract is terminated before due time for whatever reason (Hewlett 2008). So the first thing that the company should do is to obey the terms and conditions of their contracts and compensate for their outgoing worker. Then now they have to recruit a new replacement to occupy the vacant position as it is usually hard to have an already existing employee to cover for the position. They might do so for sometime but if it is a technical area that requires specialized skills, then a new replacement must be hired. There is a lot of expenditure including advertising for the job and conducting interviews, examinations and probations for the new staff member (Tanova 2008. ). Once they have selected the candidate, they then spend more funds training them of their new job duties and requirements. The whole process until an organization attains a new qualified individual for the vacant position involves a lot of expenditure.

Most of the times, a new employee can never compare with the precious one in terms of the way they conduct their duties in their specialty. The employee who occupied the position earlier had the full overview of the environment of work and could understand things better. When they leave, they then carry the knowledge and the experience with them leaving the company deprived.  New employees are therefore hard to deal with as they know less about the focus and deeper details of the organization. It is only fair if they are given time to adapt to their new work environment so as to perform better (Miller 2006). During this waiting period, the organization experiences reduced growth rates in terms of their particular department that holds a new professional. The impact depends on the kind of department that is affected as others like finance; marketing and many more might have the greatest impact. With new personnel, it is hard to establish and determine their level of loyalty to work for the interest of the company (Lee 2004.). The best way to know whether an individual is loyal is by observing their behavior over a prolonged period of time to understand their stand. Most new employees might be unable to lead the organization towards the right direction and therefore require supervision all the time which is money and time consuming.

Strategies for Retaining Employees

It is important for every organization to set plans that focus on developing the skills, experience and personal development of their workers. Most companies invest a lot of time in these programs to ensure that their employees feel much motivated in readiness to the performance of their specified duties (Bendapudi 2002. ). In such like circumstances, voluntary turnover translates to a waste of resources on the employees who have left their jobs (Hewlett 2008). The skills they had acquired during their time at the company is all wasted as they go to work for another organization. The new employee on the other hand is not experienced in the business environment and therefore needs just as much exposure like the rest of the employees. In a situation when they are recent graduates, it becomes even harder to initiate some programs as they have been used to the theoretical world of the job rather than the practical side. Most of the times an organization might prefer to postpone the activities to save resources and give an individual time to learn from the rest.

Depending on the reasons for the voluntary turnover, the company’s reputation might be negatively affected which reduces its position in the market. If the employees leave because of poor management or instability, They could spread rumors to the public about the weaknesses of the organization they were working for. Once an organization has been concerned with significant internal problems, all sorts of research and investigation starts to knock on the door. Lending financial institutions and government cooperation’s benefiting from the firm’s operations will start investigating on the issue to find out the truth (Tanova 2008. ). During this time, the other competitive firms use the issue to get better in the market by investing in negative campaigns. Investors, creditors, suppliers and even consumers might start to withdraw from the firm due to the claims of instability (Maertz Jr 2004). A weak brand name destroys the company’s future plans and the ability to stay on top of the competition in the market. Voluntary turnover might therefore have the most negative impact on an organization’s progress.

As discussed earlier, there are great challenges that might come with voluntary turnover of employees and therefore companies should ensure that they do all the things possible to keep maintain a long term relationship with their workers. Some of the ways include:

The best strategy of maintaining employees is by hiring the right kind of personnel to ensure or job satisfaction. The recruiting process should be thorough in such a way that they match the skills of the applicant with their knowledge, experience interest and the job on offer. It should also be crucial to relate all of the information obtained to ensure that they will be versatile with the organization’s culture.

The management should include the important aspects of offering the compensations to their workers according to the recent laws to improve their competitive advantage. It is easier for an employee to move to another organization due to the benefits offered. Some of these includes health and education benefits to the workers and their families according to the registered benefit plans (Holtom 2005).

Most individuals are motivated to stay in a company giving their best knowledge and skills if they are appreciated for the good work done. A profit making business should keep track of all their departments to ensure that they all perform well. They can establish the ones with the highest influence on the company’s success and reward the individuals involved. In this way, they will be motivated to produce better and those in other departments will be willing to work hard so as to receive praise and appreciation (Nelson 2012). Most employees get tired of tirelessly working hard, bringing success to a business and yet get treated just like everyone else. They therefore require recognition and appreciation to keep them focused on the main goal of the organization (Hewlett 2008). Through rewards, an organization is able to maintain the loyalty of their workers and encourage them to keep working.

Any firm should be focused on growing and expanding its territories to ensure that they open new business opportunities for their operations. Employees they open new business opportunities for their operations. Employees like new exposures that give them more experience with their jobs and the markets as well. If an organization meets new partners and comes up with new ideas, then it gives their employees a chance to interact with new people inside and outside their areas of specification (Baruch 2006) Employees leave mostly because they are looking for exposure and therefore if a company can provide all that, they are more likely to stay. The company should give their workers a chance to practice their newly acquired skills in different fields to advance their ability to explore.

The stability and comfort of an employee comes with the type of environment provided to them in their places of work. The environment includes the physical aspects like space, natural view, social and diversity interactions and emotional aspects (Maertz Jr 2004). To ensure for appropriate working, any organization should invest highly to provide their workers with the best environment that enables them perform best. Spacious and well ventilated offices or studios are important in ensuring that the employees can enjoy privacy and effective working area. (Collins 2003). They are motivated by the ability to work without having to squeeze their operations in smaller suffocated spaces. The social interaction between the employer and management with the employees also opts to be healthy to ensure for proper working relations. The managers should try their best to recognize diversity so as to accommodate people from all cultures, religions and political divides (Hewlett 2008). They should also work towards developing the emotional intelligence of the workers to ensure that they have stable emotional affiliations to work better. All these ways can help maintain the employees for a long term working relationship.

Conclusion

Voluntary turnover is a significant event in any organization that requires proper strategies to address. There are many reasons that might force an individual worker to leave their job including lack or motivation, stability and appreciation. The problems that come as a result are increased costs of acquiring new workers and developing them into being efficient and loyal to the organization. However the organization can deal with voluntary turnover by appreciating the employees and giving them a chance to grow in a healthy environment. If an organization is following the employment laws and putting their workers first, then it is possible to maintain a long term relationship with employees.

References

Baruch, Y, 2006, 'Career development in organizations and beyond: Balancing traditional and contemporary viewpoints.', Human resource management review, pp. 16(2), pp.125-138.

Bendapudi, NALRP, 2002. , 'Managing business-to-business customer relationships following key contact employee turnover in a vendor firm. ', Journal of Marketing, pp. 66(2), pp.83-101.

Collins, CJACKD, 2003, 'Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. ', Academy of management Journa, p. 46(6).

Crossley, CD,BRJ,JSMABJL, 2007, 'Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. ', Journal of Applied Psychology, pp. 92(4), p.1031.

Hewlett, SA, 2008, 'Off-ramps and on-ramps: Keeping talented women on the road to success.', Human Resource Management International Digest, p. 16(2).

Holtom, BC,MTR,LTWAIEJ, 2005, 'Shocks as causes of turnover: What they are and how organizations can manage them. ', Human resource management, pp. 44(3), pp.337-352.

Lee, TW,MTR,SCJ,BJPAHBC, 2004. , 'The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. ', Academy of Management Journal, pp. 47(5), pp.711-7.

Maertz Jr, CPAGRW, 2004, 'Eight motivational forces and voluntary turnover: A theoretical synthesis with implications for research. ', Journal of Management, pp. 30(5), pp.667-683.

Miller, BC, 2006, Keeping employees accountable for results: quick tips for busy managers. , AMACOM Div American Mgmt Assn.

Nelson, B, 2012, 1501 ways to reward employees. , Workman Publishing.

Ongori, H, 2007., A review of the literature on employee turnover.

Sturges, J,CN,GDALA, 2005., 'Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior. ', Journal of Organizational Behavior, , pp. 26(7), pp.

Tanova, CAHBC, 2008. , 'Using job embeddedness factors to explain voluntary turnover in four European countries. ', The International Journal of Human Resource Management, , pp. 19(9), pp.1553-1568.

Zimmerman, RDADTC, 2009., 'The impact of job performance on employee turnover intentions and the voluntary turnover process: A meta-analysis and path model. ', Personnel Review, , pp. 38(2), pp.142-158.

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