Employee Turnover: Causes, Impact, and Solutions

This study explores the causes, impact, and solutions for employee turnover rates in organizations. It discusses the relationship between turnover rates, management style, job satisfaction, and employee development. The study recommends primary research methods, such as surveys and interviews, to identify the factors contributing to turnover and suggests the importance of employee retention programs.

Running Head: EMPLOYEE TURNOVER
EMPLOYEE TURNOVER
Name of the Student
Name of the University
Author Note

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Summary:
This study throws lights on the problems regarding employee turnover. The first section
of this paper attempts to establish the relationship between the employee turnover rates, style of
management, job satisfaction as well as development of employees and retention programs.
Further, this study talks about the influence of management on employee retention and turnover
rates. This study suggests primary research methods as the effective procedure to find out the
factor boosting employee turnover rates in a company. Further the role of job satisfaction as well
as development on retaining employees and controlling turnover rates are discussed.
What is the Problem student is addressing? Does the literature review inform
about the problem?
The problems addressed by the student revolve round employee turnover rates as well as
employee retention. The literature review has attempted to inform the readers about the root
causes of the employee turnover rates. In this context the literature review has focused on the
observations of other researchers. For instance, the literature review has established the fact that,
there may arise situation when, the employees may have some issues with the management, and
if such issues are not solved properly, the employees would feel less engaged with the company.
As the final consequence of all these, they will look for a job change.

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What primary research does she want to conduct?
The primary research to carry on, is surveying the employees attached with an
organization. Primary research is essential in order to find out the factors inducing employees to
leave the company. This can be explained with the help of an example. If a multi-national
company incorporates employees from diverse cultural background and employees who belong
to different cultural background are bullied and feel disengaged, in this case a secondary
research, study of articles on employee retention, will be fruitless to reveal the real causes of the
issue. Rather primary researches like surveying the employees who are the victims of bullying,
will be effective.
Recommendation for an alternative primary research:
As an alternative primary research an interview of the employees may be arranged. In order
to reduce employee turnover rates it is essential to find out the causes inducing employees to
change their jobs. In this context, personal interviews will be the appropriate method to trace out
the root causes why employees are reluctant to work in the present organization they are attached
with. Again, employers now-a-days, deal with group of employees consisting of people from
both the older and younger generations. The generation gap among employees indicates to the
difference in the mentality, expectations as well as priorities among the employees. The
employees, who belong to the older generation, consider ‘job satisfaction as one of the most
essential factor which keep them engaged with a company. On the other hand, millenials values
career development more than job satisfaction. Adopting personal interview as the primary
research method will help the employers to form an idea about varied needs and expectations of
the workers (Aguenza & Som, 2018).

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What is the importance of the primary research to the Human Resources
Director, Heather Thomas? Why wouldn't Ms. Thomas be satisfied with
simply studies and articles on employee retention?
Heather Thomas, the human resource director will consider the implementation of
primary research very crucial, in order gain an in-depth knowledge about the elements
accelerating the turnover rates of employees in the company. For example, if a company desires
the employees to use newly launched software, in order to work fast, people who are not aware
of the usage of the software may feel that that they need proper training. In this situation, if the
company implements this decision without finding out employees who needs training, this will
become a reason for the poor performance of the untrained employees. As a result they do may
feel less engaged with the company and look for a job change. In this situation, only the study of
the articles of employee retention will not assist the management of the company to understand
the real scenario and take appropriate action. Only a personal interview or survey, may reveal
that there are some employees who needs training, in order to enhance the quality of the
performance. This is indicative of the fact that, the human resource manager , Ms. Thomas will
not be able to trace the ways to retain employees, only by studying article on employee retention.
A personal interview or survey will help Ms. Thomas to gain knowledge about the actual issue
and find out proper solutions t resolve the problem (AlBattat & Som, 2013).

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Topic proposed as the solution of the specific problem and the audience (the
decision makers in case of the problem)
The topic which is proposed for discussion is to report to the human resource manager at
the premises of workplace about the inefficient recycling facilities. Recycling within the
premises of the workplace refers to the procedures of waste management that supports the
collection as well as the recycling of the wastes from refuse bins kept as workplace (Newman, et
al., 2015). The process of recycling within an workplace do not only reduce wastes but also
facilitate the saving the environment. For example ,recycling the half used papers at the
workplace will help preventing the cutting of trees. Due to the inappropriate waste management
system, a lot of papers, which are half used are not recycled. This increased the amount of paper
wastes and harms the environment indirectly (Hearn, et al., 2013). In case of this problem, the
human resource managers can be considered as the decision makers.
Conclusion:
In the conclusion, it can be said that the problem of major employee turnover can be
reduced by designing employee retention programs. Again, employee retention program should
be formulated after conducting interviews or survey and finding out the factors causing
dissatisfaction of the employees along with factors hindering the their growth.

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References
Newman, N., Jones, C., Page, E., Ceballos, D., & Oza, A. (2015). Investigation of childhood lead
poisoning from parental take-home exposure from an electronic scrap recycling facility—Ohio,
2012. MMWR. Morbidity and mortality weekly report, 64(27), 743.
Hearn, L. K., Hawker, D. W., Toms, L. M. L., & Mueller, J. F. (2013). Assessing exposure to
polybrominated diphenyl ethers (PBDEs) for workers in the vicinity of a large recycling
facility. Ecotoxicology and environmental safety, 92, 222-228.

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Bibliography:
Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and
engagement in organizations. IJAME.
AlBattat, A. R. S., & Som, A. P. M. (2013). Employee dissatisfaction and turnover crises in the
Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62.