Discussion Question

Read and answer questions that follow;

To: Joyce Smith, HR Director

From: Sharon Jones, Tickets & Travel Agent

Date: February 10, 2019

Subject: Request to Conduct Research on employee retention

Summary

Over the last few weeks, we have lost two valued employees. The impact of losing these employees has created unfavorable working conditions due to an inadequate level of staffing and an increased amount of stress for the remaining employees.

What the Problem Is and Why It Needs to Be Investigated

Many studies support the notion that management can make or break a company in many aspects, but especially when it comes to employee retention and turnover rates. In our office, management is not the issue, as our manager is the personification of trust and two-way communication. However, it is important to address the importance of fostering an environment where she is able to implement policies and procedures as she sees fit in an effort to keep morale levels high and employees satisfied. In addition to the impact of the manager on employee retention and turnover rates, the actual job satisfaction itself also plays an immense role in the rates of employee retention and turnover rates.

Job satisfaction is a very difficult topic to address when an organization has different generations working in the same office and performing the same duties. The older generation employees are looking for benefits and job security as they approach the finish line of retirement. Alternatively, millennials are looking for the opportunity to develop more and be a part of something they believe in. In our office, we could do a better job in creating a path for advancement for new employees. As it stands now, there is no incentive for new employees to stay, as there is no real room for advancement with the older employees at the higher tier employee level and with only one manager.

Employee retention plans should also be implemented. Compensation reviews, employee surveys, easier access to communication with upper management, and scheduling that allows for flexibility would be a great place to start. When employees know that their pay will increase with a positive compensation review, this information gives them something to work hard for. Keeping employees willingly engaged in the betterment of their work performance is a difficult task for any employer, but our office could benefit from the implementation of an employee retention program that focuses on the specific needs of our staff.

The literature on employee retention and turnover rates shows that many factors play into measuring the effectiveness of various efforts. While there is no infallible method on determining what works best for all companies as a whole, it is apparent that our company can look within our own walls to determine a better course of action to keep highly productive and engaged employees loyal to us. Focusing efforts on continuing management techniques that foster personal growth, improving job satisfaction by having a uniform training program that also encourages employee development, and offering better employee retention programs can greatly mitigate the costly effect of employee turnover by improving retention rates.

What Secondary Research I Have Conducted about the Problem

I have researched articles through scholarly journals and trade journals. A synthesis of the literature shows

What Primary Research I Will Conduct about the Problem The primary research I plan to conduct would be a survey from current employees asking what makes them happiest to come to work each day and what would deter them from staying with the company long term. Additionally, I want to ask them what their favorite aspect is about the management and what is their least favorite, if any.

Why We Will Benefit from My Research and Recommendations Our organization will benefit from my research because we will be in a position to evaluate whether our current employees communicate

In addition, we might be able to determine if a change in structure would be beneficial to our company. Currently, there are only two tiers of employee levels before an employee hits management, and only one management position is open. Supervisor titles to go along with the duties some of the employees are already doing would be a nice start.

If granted authorization to perform research pertaining to employee retention our office could save thousands of dollars in wasted training dollars and improve the morale of the employees that continually have to train new staff members.

I might add that, while the last two employees have already parted ways, I believe it would be highly advantageous in the future to receive feedback from departing employees through exit interviews. I cannot conduct this type of exit interview with these departed employees. Nonetheless, I wanted to point out that the results of my research might indicate the value of exit interviews in the future.

Conclusion

It is of dire importance to facilitate change in an effort to mitigate the unfavorable stress that continually losing staff after spending countless hours training costs. I believe that with your permission, my research could help our company save thousands of dollars in training expenditures and keep the morale high for the employees that have remained loyal.

Then answer the following questions:

1. What is the problem at her company that the student is addressing?  Does her literature review (WA#2) inform this problem at all?

2. What primary research does she want to conduct?  (Due to the Coronavirus pandemic you may not be able to do primary research for your later writing assignments, the proposal memo and research report; however, it's important that you know how and why this research is used in business reports.)

3. Would you recommend any other forms of primary research for her?  For example, would interviews be helpful?  If so, interviews with whom?  Would a focus group be helpful?  If so, a focus group with whom?

4. Why will the primary research be important to the primary audience?  Why wouldn't the audience be satisfied with simply studies and articles on employee retention and turnover?

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