Learning portfolio

This question will help you know if your employees are satisfied with the salary and compensation offered. If more employees disagree, note that they are not paid well, and they will often look for a well-paying company.

9. After how long did you leave the former industry?

A) Before one year B) 1-2 YARS C) Over 3 Years D) it is my fast job.

These will help to know how often your employees leave from one company or job to another. If you have a higher score on year and 1-2 years, note that your employees will frequently be leaving.

10. Which among the following reasons inspired you to leave the business?

A) Low pay B) poor working environment C) Low profession growth

These questions will help to know the primary factor of higher employee turnover.

11. Are you studying for a career?

A) No B) Yes

These will help determine whether your employees are engaged in training or studying their current jobs (Schuck, 2018). If most of them disagree, you will note that they are leaving for those competitive companies that offer to pay for employee training.

12. Does the HR department offer career advice and guidance on your job development?

A) Yes B) No C) Neutral

These will help determine if HR staff do engagement programs to address their issues (Robinson, 2020). If you have a higher score on "No," not that the HR department fails to manage employee's issues, and most of them decide to leave.

13. Do your manager and administrator encourage or appreciate your work?

A) No B) Yes C) Sometimes D) Neutral

This question will help understand if your employees are appreciated, encouraged, and praised (Alkhateri, 2018). This helps by motivating them.

14. For how long do you intend to be with present this company?

A) Less than 1 year B) 2-5 Years C) don’t have a plan

This question will help to know how soon your employees will leave.

15. If you ware to give notice and leave our company, what would be the primary reason?

This question will help to understand the primary cause of higher employee turnover if most of them give a similar response. That will be the main reason you are experiencing higher employee turnover.

Engagement And Satisfaction Plan That Will Help to Reduce Employee’s Turnover.

Employees have everything to do with happiness and freedom at their workplace. Employees should love what they do and adore coming at workplace. To reduce employee turnover, you should emphasis on employee gratification and engagement (Lim, 2017). Employee turnover is normal, and employees usually transfer on in their career activity; it only becomes a crisis when it became a norm. Employee turnover wastes time and energy, and other resources, as employers HR. The team must substitute the gone member.

The HR professions, you should invest a lot of time in addressing employee's concerns, maintaining HR training, workforce planning. There are so many people who are unhappy or unsatisfied at their job. Their supervisors are detached; this makes employees sense that they are not fully invested in their improvement and development at their workplace (Reina, 2018). This will often make an employee look for another organization where their concerns will be addressed. To reduce this cycle of employee turnover, some programs should be implemented. These programs include; investing in employees, team building activities, and compensation programs.

1. Investing In Employees

Every employee wants to grow. Investing in their development by offering them training programs and paying for their training (Schuck, 2018). This encourages them to learn more about their work. This will not only make them improve but also intelligent employees. These programs will reduce the rate of employee turnover as most employees will feel that their development concern is well-taken care hence there will be no need to move from one firm to another.

2. Team Building Activities

There are a lot of team-building events to do. Team building is an essential program for retaining employees. Team building brings everyone closer together, makes sure that there is a social atmosphere, and everybody gets along well (Sandhya, 2020). Team building makes employees feel connected to their colleagues, reduces tension, and brings freedom. When there is a healthy social environment at the workplace employees, always enjoy coming to work, and also it helps reduce employee turnover.

3. Compensation And Reward Program

Every employee wants to be paid and compensated well. They all need to cover basic expenses such as food, housing, utilities, and extra coin. If you do not pay and compensate them well, they will look for someone else who can do so (Silaban,2018). When defining a good compensation program, it is good to research a competitive pay range based on comparable jobs in your zone. Giving employees a paycheck is not enough; they also need good rewards and benefits. You should find out what benefits your competitors and then offer competitive services that your employees demand (Long, 2006).  Competitive pay and compensation program helps decrease employee turnover rate as fewer employees will opt to leave based on less pay.

References

Alkhateri, A. S., Abuelhassan, A. E., Khalifa, G. S., Nusari, M., & Ameen, A. (2018). The Impact of perceived supervisor support on employees turnover intention: The Mediating role of job satisfaction and affective organizational commitment. International Business Management, 12(7), 477-492.

Belete, A. (2018). Turnover intention influencing factors of employees: an empirical work review. Journal of Entrepreneurship & Organization Management, 7(253), 2.

Lim, A. J. P., Loo, J. T. K., & Lee, P. H. (2017). The Impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), 27-41.

Long, R. J., & Singh, P. (2006). Strategic compensation in Canada. Thomson/Nelson.

Nie, D., Lämsä, A. M., & Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1), 29-41.

Reina, C. S., Rogers, K. M., Peterson, S. J., Byron, K., & Hom, P. W. (2018). Quitting the boss? The role of manager influence tactics and employee emotional engagement involuntary turnover. Journal of leadership & organizational studies, 25(1), 5-18.

Robinson, R. (2020). Public sector employee engagement initiatives and employee voice results. In Case of Studies in Work, Employment and Human Resource Management. Edward Elgar Publishing.

Sandhya, S., & Sulphey, M. M. (2020). Influence of empowerment, psychological contract, and employee engagement on voluntary turnover intentions. International Journal of Productivity and Performance Management.

Schuck, A. M., & Rabe-Hemp, C. E. (2018). Investing in people: salary and turnover in policing. Policing: an international journal.

Silaban, N., & Syah, T. Y. R. (2018). The influence of compensation and organizational commitment on employees’ turnover intention. IOSR Journal of Business and Management, 20(3), 1-6.