Question

Some of the challenges that managers deal with include employee turnover and employee absenteeism. What do you believe causes employee turnover and absenteeism?

Answer 1

The causes of absenteeism and employee turnover are:

Low wages: The prospect of getting higher pay elsewhere is one of the most obvious contributors to turnover. Every industry has organizations that pay well and some that pay low. Employees might stay a little longer in times of recession because no other work is available, but they know they’re being exploited and will be looking for a way out.

Work environment: Turnover tends to be higher in environments where employees feel they are taken advantage of, where they feel undervalued or ignored, and where they feel helpless or unimportant. Clearly, if managers are impersonal, arbitrary, and demanding, there is greater risk of alienation and turnover.

Management policies: Management policies can also affect the environment which can lead to high turnover as well. In a way such as whether employee benefits and incentives appear generous or stingy, or whether the company is responsive to employees’ needs and wants. Management’s handling of major corporate events such as mergers or layoffs is also an important influence on the work environment afterwards.

Weak team leadership: Even if someone has been trained to do a specific job, they are usually working as part of team. They are alongside people with complementary roles, who together deliver a process or solution. If team lack strong leadership they will not function well, which will lead to disagreements and relationship breakdown.

Poor training: Asking employees often to do a job but not giving them adequate training will in fact de-motivate the employees and hence allow them to leave the company.

Work stress: Work stress experienced at particular types of jobs can also create turnover.

Seasonal changes: seasonal changes such as the beginning of a school year can cause high turnover when part-timer, school-age employees return to their classrooms.

Demographically specific: Some turnover is demographically specific, particularly for women who are balancing significant work and family duties at the same time. Such women (or men) may choose to leave a company instead of sacrificing their other interests and responsibilities in order to make the job work out. These factors translate into higher turnover rates for women in many companies.

Inequitable evaluation: while preparing the performance appraisal of an employee, some mangers will unfairly evaluate the employees’ performance which in fact de-motivate them and hence lead to high turnover rate.

Strained communications between management and employee: When a lack of communication exists in the organizational setting it has the potential to cause significant problems between management and employees.