Employee Turnover: Causes, Impact, and Solutions

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

1
EMPLOYEE TURNOVER
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.

2
EMPLOYEE TURNOVER
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).