"Understanding the Reasons Behind Employee Turnover"
"Understanding the Reasons Behind Employee Turnover"
Organizations face serious challenges due to employee
turnover. This blog examines contemporary research on employee turnover, offers
insights into its evolving landscape, and proposes effective strategies to
tackle it.
Employee Turnover: Understanding the Changing Dynamics
Recent studies have highlighted significant changes in the
nature and causes of employee turnover. According to Bliss (2019),
organizations must adapt to a dynamic workforce and recognize the multifaceted
costs of high turnover. Allen et al. (2020) delve deeper into the shifting
trends and misconceptions surrounding talent retention and offer insights into
evolving strategies that organizations need to adopt.
Invest in Employee Development:
Promote Work-Life Balance:
Greenhaus and Allen's (2011) research emphasizes the
significance of work-life balance for employee satisfaction. Organizations that
prioritize flexible work arrangements and supportive policies witness lower
turnover rates, aligning with the evolving needs of the workforce (Greenhaus
& Allen, 2011).
Adopting Technological Solutions:
The use of data analytics and employee engagement platforms
is helping employers proactively address disengagement and turnover challenges.
Flexible Work Arrangements and Remote Work:
The COVID-19 pandemic has accelerated the acceptance of
flexible work arrangements and remote work. Recent studies explore the impact
of these arrangements on employee satisfaction and how organizations can adapt
their policies to retain talent in the era of hybrid work environments.
Combining traditional strategies with emerging trends helps organizations manage employee turnover and build a prepared workforce for the ever-changing world of work.
Bliss, R. (2019). "The True Cost of Employee
Turnover." Harvard Business Review. [Online] Available at: [Link]
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2020).
"Retaining Talent: Replacing Misconceptions with Evidence-Based
Strategies." Academy of Management Perspectives, 34(2), 127-148. [Online]
Available at: [Link]
Saks, A. M., & Gruman, J. A. (2018). "What do we
really know about employee engagement?" Human Resource Development
Quarterly, 29(2), 83-97. [Online] Available at: [Link]
Greenhaus, J. H., & Allen, T. D. (2011). "Work–family balance: A review and extension of the literature." Handbook of Occupational Health Psychology, 165-183. [Online] Available at: [Link]
Agree. Post Covid Employee retention facts & environment has significantly changed along with work-life balance and technology adaption to daily work functions.
ReplyDeleteThe work environment after COVID-19 has undergone a significant change, putting a greater emphasis on employee well-being, flexibility, and integration of technology. Organizations that have successfully adapted to these changes are those that have created a supportive and inclusive workplace, while also utilizing technology to enhance collaboration.
DeleteEmployee turnover refers to the total number of workers who leave a company over a certain time period. It includes those who exit voluntarily as well as employees who are fired or laid off—that is, involuntary turnover. (M Holliday, 2021) There are many reasons why employees leave a department or an organization, and while some reasons for turnover are negative, some turnover is expected and perfectly normal. High turnover rates can indicate underlying issues within the company. In a recent SHRM report, 74% of employees said they left because of inadequate salary in their current role.
ReplyDeleteIt is essential to address compensation issues to retain valuable talent, as there is a clear link between inadequate salary and high turnover rates. To create a work environment that encourages long-term commitment and reduces turnover, organizations must take a comprehensive approach to employee satisfaction, which includes providing competitive compensation.
DeleteWhat role does company culture play in reducing turnover?
ReplyDeleteEmployees are less likely to leave a company if the company has a positive culture. According to research by Schneider, Ehrhart, and Macey (2013) published in the "Organizational Psychology Review", a positive culture is characterized by strong values, effective communication, and employee well-being. It fosters a sense of belonging and job satisfaction, which reduces the likelihood of employee turnover. In a study published in the "Journal of Applied Psychology" by Holtom, Mitchell, Lee, and Eberly (2008), it was found that employees are more likely to stay engaged and committed to the company if they identify with the company's values and feel aligned with its culture. Therefore, organizational commitment and identification with company values are important factors in employee retention.
DeleteDo you think 'conducting exit interviews' will help to reduce employee turnover?
ReplyDeleteConducting exit interviews can be a valuable tool in reducing employee turnover. These interviews provide organizations with insights into the reasons behind an employee's decision to leave, uncovering potential issues within the workplace. By understanding these factors, companies can implement strategic changes to address concerns, improve working conditions, and enhance overall employee satisfaction. Research, such as a study by Carrell, Elbert, and Hatfield (1995) in the Journal of Business and Psychology, highlights that exit interviews can contribute to organizational learning and continuous improvement. When organizations act on the feedback gathered from exit interviews, they have a better chance of implementing effective retention strategies and creating a more positive work environment.
DeleteI strongly support flexible working hours provided you are not working in the frontline. It gives you the freedom to start work a little late and complete work later than others. Some find themselves more productive later in the day than first thing in the morning. Back office staff would benefit greatly by WFH as they are not required to be physically present. However Work life balance could be an issue if not managed properly.
ReplyDeleteWithout a doubt, flexible work schedules can increase output, particularly for back-office employees who can take advantage of periods of high productivity. Although it provides flexibility, maintaining a healthy work-life balance is essential to avert problems. Finding the ideal balance guarantees the advantages of flexible scheduling without sacrificing general wellbeing.
DeleteAdding to your thoughts in the post. "Unleashing Potential: The Art of Strategic Employee Resourcing and Talent Management" focuses on proactive strategies to harness employee skills and abilities for organizational growth. Conversely, "Understanding the Reasons Behind Employee Turnover" delves into the crucial aspect of comprehending why employees leave, highlighting the significance of identifying and addressing underlying causes to enhance retention strategies. Balancing these perspectives aids in not only optimizing talent management but also in minimizing turnover rates, fostering a stable and engaged workforce conducive to sustained success.
ReplyDeleteIndeed, your addition highlights the significance of a two-pronged strategy: maximizing employee growth potential and comprehending the causes of employee turnover. In order to maximize talent management and address potential causes of employee churn, it is imperative to strike a balance between these points of view. This will ultimately create a loyal and engaged workforce that is necessary for long-term success.
DeleteAgree with you Pandula, I would like an extra point with your thoughts. According to the Harvard Business Review (2018), the following reasons are among the major reasons for employee turnover.
ReplyDelete• Lack of team member recognition.
• Lower income
• Lesser benefits
• Poor organizational culture.
• Work burdens
• Inconsistent management styles
• Lower income
• No opportunity for career development
Because of the expenses involved, employee turnover has a significant effect on an organisation and can have a negative effect on its productivity, sustainability, competitiveness, and profitability. To increase employee performance and lower turnover, organisations can implement various tactics by first understanding the demands of their workforce. Consequently, putting methods into practice will boost people's and organisations' motivation, job happiness, and productivity, all of which can lower absenteeism, employee turnover, and employment issues.
ReplyDeleteHigh employee turnover would definitely create a negative impact in a company. People leave for many reasons, while some maybe based on personal reasons, one of the most common reasons for people to leave is due to their immediate leaders.
ReplyDelete'Satisfaction with the current job, availability of jobs, job switching intention and alignment with their bosses or supervisors are the common reasons for employees to leave an organization.'
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