Question

1. Identify the common reasons employees voluntarily leave organizations.

2. How does high turnover rate affect on organizations performance?

3. Define the various organizational retention determinants.

Answer 1

The common Reasons for Employees Voulntary leaving Organisations are-

• Weekend work, long hours of work or frequent travel
• Additional administrative duties added to current job responsibilities, such as copying or filing
• Raises and promotions currently unavailable
• Corporate relocation of offices or manufacturing plant
• Rude Behaviour if Managers/seniors
• The job did not meet expectations.
• Organizational instability.
• Work life- imbalance.
• Unavailable growth opportunities.

High turnover rate affect on organizations performance as company is losing a relatively high percentage of employees each year compared with the number of people you hire and employ.

• High Costs

  Losing an employee may bring costs such as severance pay and administrative tasks. Once you find a new employee, you have to train him, which also costs time and money. Plus, you typically have opportunity costs that result because a new employee can't immediately deliver the same sales or production results as the former one

• Low Morale

  Motivating your employees to share the vision of your business and perform at high levels is difficult when colleagues and co-workers are vanishing all around them. Workplace relationships are key to an employee's satisfaction with work. As friends and co-workers leave, remaining employees constantly have to cycle and still work which becomes difficult.

• Poor Performance

  Employees with less knowledge and less experience in your business and with their jobs won't produce as well as those who know more about what they are doing. In a production job, the efficiency of production is likely lower.

• Management Frustration

  Managers quickly get frustrated with the constantly revolving door of employees. In retail, for instance, a manager finds himself spending so much time hiring and training new employees he can't coach and develop those who have been around. This contributes to longer-term employees getting upset and leaving. Also, poorly equipped and developed employees place more burden on the manager to work hands-on in the business or store.

• Distractions

  One of the worst effects of high turnover is that it requires focus to fix. Some businesses hire consultants to help get out of a turnover rate.

The various organizational retention determinants are-

• Work schedule flexibility for employees.

• Health and wellness benefits

• Top performer recognition and rewards distribution ceremonies.

• Personal development programs

• Make a Management and leadership team.

• Provide a healthy Work Environment

• Organise Social/Moral Support programs.

• Give Festivals Bonuses

• Provide certain Specified Leaves to avail.