Business Problems Caused by High Turnover of Staff and Solutions

This essay discusses the problems caused by high turnover of staff in businesses, such as stress and anxiety among employees, lack of training and recruitment opportunities, and their impact on the operations of the company. The essay suggests effective solutions to retain employees, such as improving the working environment, providing training and development programs, and offering incentives and growth opportunities. The essay concludes with recommendations for companies to adopt a liberal culture and organise personality development programs for employees to enhance their skills and performance.

Coursework Essay

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Discuss the business problems caused by a high turnover of staff and suggestions for
solutions ......................................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Business management refers to the course which provide a wide range of opportunities to
build the abilities, attitudes and competences required to work in an organisation with safe
environment, both host as well as international company. It will also inspire entrepreneurship as
they will have possibilities to develop necessary skills to analyse crucial current motivation, safe
environment and business organisation. Business analysis is an important factors in evaluating
organisational choices because it makes the basis for panning, negotiating and execution to
achieve the organisational objectives. Staff members from motivation and safe environment
industry has been directly associated in the development and design of the course. Works with
motivation and safe environment sector as partners helps a business to explore the various skills
which are associated with employer’s interest (Rathi and Lee, 2017). Also, they have to ensure
constantly to integrated within the process of the course for generating better environment in
their organisation. They will also get benefits from various lectures who have significant
business experience. There are various problems in the business cultural like motivation and safe
environment issues which leads higher employee turnover as well as it impacted badly the
operations of business both emotionally and financially.
To extent the motivation and safe environment problems in business which leads high
turnover of staffs and employees such as supervisors cannot provide better environment to
employees so they feel demotivated and did not give their best to complete their task. The
problems in business arises due to excessive workload, inadequate staffing, lack of support, poor
leadership, lack of opportunities for future development for employees. Another problem is the
supervisors cannot fulfil the safety and security needs of employees which makes them
uncomfortable and as a result they leave the jobs (Barr, 2019). Moreover, from this the business
suffer from various problems like increasing in training cost, inconsistency in production and
negative impact on the image of company.
The thesis statement in reference to this problem is “To eliminate business problems due to
employee turnover, every business has to maintain better and stress free environment for
employees in internal organisation”.
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MAIN BODY
Discuss the business problems caused by a high turnover of staff and suggestions for solutions
There are various problems in the internal environment of the business which affect the
working of whole business and employees as a result they leave the job because they feel
unsaved and demotivated. For example: in Bakers Group, managers faced various problems like
increasing in their training cost as they hire new employees due to high turnover of staff.
The main problem is, stress and anxiety among the employees of the company. It is
most common problem for any business which they have to face due to high employee turnover.
When the employees feel demotivated and uncomfortable to perform a particular job role in an
organisation they leave their job for personal satisfaction or safety. As they cannot handle the
workload, pressure, dissatisfaction and so on which affect their mental or physical health. For
example, in Bakers Group, the employees feel the same as a result, the turnover rate of
employees is increased in recent year. Due to this the company faced problems like decline in
productivity and sales well as it affects badly on the reputation of company (England, 2020). The
management of Bakers Group failed to full fill the basic or safety requirement of their employees
for efficient working so they move in another company which give them better working
condition or opportunity. In dynamic world, Employees are essential element and main asset of
the company to increase their sales as well as loyal customer base. If they leave their job at peak
time, the company suffer from huge lose because it directly impacts the sale and services of the
company. Such as, loss of talented and experienced workforce has negative impact on the
productivity of business. In Bakers Group, if chef and many workers give resign from their job
so, the company cannot provide food services to the customer which leads decline in their
customer base or reputation in the market. Moreover, for this there is inconsistency in the
production or service process which drives dissatisfaction among the customers and they give
negative feedback about the services of organisation (Liu and Zhang, 2022). As well as the brand
value, profitability and market share of Bakers Group are also decreased because of negative
feedback.
The another problem is lack of Training and recruitment , the problems arise due to
employees leave their job as they get better opportunities and training program for their growth
which leads company suffer from problems like increase their cost in recruitment of new
employees. They hire new employees for the continuous working in their production process
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which increase their cost related to selection process, recruitment process and hiring process
(Bušelić and Aničić, 2019). It is also a time consuming process by which company have to slow
down their production process as well as they give more time to select perfect candidate for the
vacant job role. Further, the management of company have to provide proper training to the new
employees so they work efficiently to achieve organisation goal. To organise a training program,
the company required huge capital because all the employees needs different training to perform
their specific job role. For all these they have to invest huge amount which increase their cost of
operation and decrease their profit margin. Moreover, the management of Bakers Group have to
spend money on the hiring process as they receive job applications from various agencies so they
have to give commission to these agencies which also increase their cost (De Rossi, 2018).
To solve the problems of increased stress and anxiety, the management of Bakers
Group have to boost the morale of their current workforce so they cannot leave their job. They
will also provide safe and healthy environment to employees for their betterment so they feel
secure and motivated to give their best which increase productivity of business. Along with that,
the HR have to interact with employee so they share their problems related to working and as
soon as they have to solve it for smooth flow of work (Mok and Qian, 2018). The managers of
company make effective polices for systematic working which reduce the stress and workload of
employees as they know about their part to perform in a task. By making strong network with
leaders and employees which help them interact better with them as well as to understand the
problems of employees in their personal and professional life. Also, they recruit the right
candidate for the company to retain them for long run. The main reason behind employee
disengagement and turnover is lack of job satisfaction. Using right process of selection during
recruitment helps the management to know more about the background, nature and skills of the
employees to use it to motivate them for productive work. Also, they use various methods like
incentives, bonus, recognitions and extra pay for motivation to retain the talented workers in
company for long run.
To solve the problems of lack of training and recruitment opportunities, the management
of Bakers Group have to give proper motivation to employees so they retain in the company for
long time. Also, they need to provide better working environment and future opportunities to
employees which generate a sense of recognition and motivation among employees to give their
best in the achievement of business goal. Further, HR have to provides proper training and
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development program to their staff members so, they improve their skills and knowledge which
helps them in the growth of company as well as their own (Pouratashi, 2019). If they get better
opportunities for their future career, then they give their full potential and improve their quality
of services which increases the sale or productivity of organisation. Moreover, through effective
communication the management can reduce the turnover of employees as well as retain valuable
workforce for the long time to increase brand value of company. Better communication helps the
management to build the healthy relation among team members which decrease conflict,
overlapping and disagreement between them that leads to increase in productivity and services.
By continuous monitoring the work of employees also help the management of Bakers Group to
reduce the wastage of time or raw material that enhance the profit margin, sales as well as quality
of services to attract large number of customer.
CONCLUSION
As per above essay, it is concluded that the workforce is most important element for any
organisation to achieve success and compete with competitors in dynamic market. The company
face various problems due to high employee turnover which affect badly the operations of
company. The problems like stress and anxiety among employees and lack of training and
recruitment program for the future growth of employees. To solve these problems the
management, have to improve their working environment and policies for the retention and
reduce stress of experienced staff members.
Recommendation
In future, the management of any company adopt liberal culture in their organisation
which allows employees to share their ideas, concept, thoughts and viewpoint openly to the HR
for seamless working. Also, they have to provide proper training and development program to
employees so they improve their skills for future growth. The managers have to organise various
personality development programme for overall betterment of employees which enhance their
quality of performance. They also increased the moral of employees by giving them incentives,
bonus, rewards, recognitions and growth opportunity to reduce their stress and workload. So
they do not leave their job as well as helps the company to increase the profitability, customer
base and market share in future.
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REFERENCES
Books and journals
Barr, M., 2019. Graduate skills and game-based learning: Using video games for employability
in higher education. New York, NY: Palgrave Macmillan.
Bušelić, V. and Aničić, K.P., 2019. Developing ICT students' generic skills in higher education:
towards a model for competence assessment and evaluation. In Central European
Conference on Information and Intelligent Systems (pp. 67-75). Faculty of Organization
and Informatics Varazdin.
De Rossi, M., 2018. Towards an ICT-TPCK based design: Hybrid Solution for the development
of soft skills in Higher Education. EDUCATION SCIENCES AND SOCIETY.
England, L., 2020. Crafting professionals in UK higher education: Craft work logics and skills
for professional practice (Doctoral dissertation, King's College London).
Liu, D. and Zhang, H., 2022. Improving Students’ Higher Order Thinking Skills and
Achievement Using WeChat based Flipped Classroom in Higher Education. Education
and Information Technologies. pp.1-22.
Mok, K.H. and Qian, J., 2018. Massification of higher education and youth transition: skills
mismatch, informal sector jobs and implications for China. Journal of Education and
Work. 31(4). pp.339-352.
Pouratashi, M., 2019. Higher education and activities to improve students' employability
skills. Journal of Education for Business. 94(7). pp.433-439.
Tran, L.H.N., 2018. Game of blames: Higher education stakeholders’ perceptions of causes of
Vietnamese graduates’ skills gap. International Journal of Educational Development.
62(C). pp.302-312.
Online:
Rathi, N. and Lee, K. 2017. Understanding the role of supervisor support in retaining
employees and enhancing their satisfaction with life. Personnel Review, 46.8, pp. 1605-1619.
[Online]. Available at: <https://www.emerald.com/insight/content/doi/10.1108/PR-11-
2015 >
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