How to Implement Something New to Solve a Problem

The Plan Addresses Workplace Issues such as Employee Turnover

The plan addresses workplace issues such as employee turnover. The company has had a high rate of labor turnover over the past few years, which is caused by a number of factors. Despite some being eligible to better compensation, both junior and senior level employees have left the company quickly. Given that more people are leaving the company, the majority of the measures taken by the company have had little impact. (Alkahtani, 2015). The high turnover has a negative impact on overall performance because it costs the company money to educate new employees who depart after a short time, among other expenses. Consequently, productivity has significantly reduced because of the low motivation, commitment, and proper management to guide the subordinate staff regarding apt measures to be embraced to improve the competitive edge (Khan, 2014). Therefore, this paper explicitly describes most effective ways of combating the workers turnover.

High Employee Turnover in the Business

High employee turnover in the business

Businesses significantly invest in their workers through induction, training and development, and maintaining and retaining them which forces them to apply any possible measures to minimize turnover costs. Currently, there is lack of standard framework to be used by businesses to fathom the entire process of employee turnover; nevertheless, different vital factors have been uncovered in explaining the trend (Alkahtani, 2015). Nowadays, competition in various departments has heightened because of globalization which drives businesses to continually develop apt operational and administrative strategies to help in overcoming emerging challenges (Zhang, 2016). Sometimes, businesses look for creative and talented individuals from well-performing firms which results in loss of committed and hard-working employees to the rivals to enhance competitive advantage. Furthermore, workers move from one organization to the other because of the instability in the working environment. Evidently, there is a high degree of labor turnover in organizations that are characterized by the unpredictable work environment. Thus, individuals are perhaps forced them to quit and look for stable businesses where they could predict future career development (Khan, 2014). Besides, high turnover hinders the development of an organizational culture that supports long and productive working relationships as well as fractured workplace relationships that negatively affects the performance of the business.

Plans for Solving High Labor Turnover

Plans for Solving High Labor Turnover

Hiring the right candidates at the first time

Hiring people who qualify to hold the position will apparently help the business to minimize the rate at which workers leave. To achieve this, it is crucial to define roles, job qualifications, examine how the candidates are suited in discharging their functions (Zhang, 2016). Also, pursuance of this approach will assist to avert employing individuals, offering training, and eventually firing them for not suiting organization culture or hitting objectives.

Paying workers the fair going rates

Undoubtedly, most employees move from one organization to the other in the search for better compensation for their efforts and commitments. Thus, the problem will be handled by offering competitive benefits as a form of appreciation for outstanding contributes to the business success (O’Halloran, 2012). Moreover, this approach augments retaining of workers from moving to competitors who pay lucrative salary packages.

Creating opportunities for professional growth and development

Workers accord high priority on growth and development; thus, it is essential to invest in employee training and development programs to impart in relevant skills and knowledge required for discharging their roles effectively.

Prioritizing employee happiness

Workers happiness depicts the level of satisfaction and alignment with organization values and reduces absenteeism (Khan, 2014). Therefore, the issue will be dealt with by investing in the happiness of workers by developing a propitious working environment, acknowledging and rewarding their success, and engaging them in the decision-making process.

Qualifications Needed for People involved

Qualifications Needed for People involved

Initiation and implementation of this change will require individuals who at least hold an undergraduate degree in leadership and management. Additionally, they will be trained on how to effectively incorporate these strategies in the organization system to ensure a high rate of labor turnover is reduced significantly.

Conclusion

Conclusion

Summing up, high employee turnover is destructive in an organization and deters it from achieving ultimate objectives. The management will develop appropriate strategies to ensure a favorable environment is created to allow employees to explore their potentials. Upon effective implementation of the proposed measures, it is beyond doubt that the problem will be adequately combated.

References

Alkahtani, A. H. (2015). Investigating factors that influence employees’ turnover intention: a

review of existing empirical works. International Journal of Business and Management, 10(12), pp. 152.

Khan, S. A. (2014). The factors affecting employee turnover in an organization: The case of

Overseas Pakistanis foundation. African Journal of Business Management, 8(1), pp. 25.

O’Halloran, P. L. (2012). Performance pay and employee turnover. Journal of Economic Studies,

39(6), pp. 653-674.

Zhang, Y. (2016). A review of employee turnover influence factor and countermeasure. Journal

of Human Resource and Sustainability Studies, 4(02), pp. 85.