Business Problems Caused by High Turnover of Staff and Solutions

High turnover of staff can cause problems such as lack of recognition and poor employee selection. These issues can lead to poor management and coordination. Solutions include proper training for recruiters and managers, and recognition and appreciation for efficient employees.

Discuss Two Business
Problems Caused by a High
Turnover of Staff and Suggest
Two Potential Solutions

The cause of employee turnover is described as the number of peoples leaving the
company and at the period need to be replaced. Two problems caused by high turnover of staff
are lack of recognition of employee and second problem is poor employee selection. If an
individual avoids giving feedback, it must push the employee's away (Singh, Kumar and Rathi,
2019). The first step to ensure the success of the employee's feedback is must so by avoiding
these process can lead in failure of the success. It is difficulty to find the perfect employee, but
selecting the employee which is clearly not according to the culture and values of the business it
will never end well. Even if the manager is desperate in filling position, picking poorly matched
employee will be bad for both company and the employee. The extent of the problem to the
recognition of employee's affect the other employee's by managing their task and affects the
workplace environment and also affects the managers as it will come many problems. Managers,
leaders and the other co workers will affect due to the poor selection of employee's as because it
will get many problems in understanding the concepts of its task (Kurniawaty, Ramly and
Ramlawati, 2019). It will affect other employee's in taking solutions.
Thus, the essay will analyze the two problem that is the recognition of people and the
poor employee selection. This means that the poor selection of employees and not recognition of
employees could affect in the problem of management and cause in the coordination of
employee. It will provide the evidence for supporting the both problems. Further, it will identify
the two solutions and will provide the evidence to support the two solutions. Moreover, will
identify whether the mentioned solution will solve the problems or not.
Identification of Problems
In the corporate world the lack of recognition of employee and poor selection of
employee is emerged as the real issue. If the company disregards the achievements of employees
then the employee's may feel less motivated in completion of work. This can create various
issues in the organization. Whenever the manager use the tactics for recognition it is important
for managers that the employees are at forefront of their minds (Yao and Zhang, 2021). When
the company fail to recognize the employees then the problem of high turnover of staff caused.
When the issue arises it impacts in the working environment of the organization as the staff will
no longer encourage in doing their best work. It feels them in less valuable in the organization
and reduce the interest in the organization, the employees will seek the value elsewhere and
including to the company. The poor selection of employees problem occurs when the

organization does not set the measurable goals or targets in recruiting the employees. When there
is a position vacant in the company recruiter forgets some steps and were too eagerly to filling
the position (Swarnakar, Tiwari and Singh, 2020). In the labor market to build a competitive
advantage then the employee brand is the essential element. The problem arises due to
ineffective communication between recruiter and the candidate, lack of briefing about the
position and the due to the poor management of recruiter. Due to poor interview process it lacks
in poor selection of employees.
Evidence on Identification of Problems
According to the Siengthai, Swierczek and Bamel, the more than 69 percent of the
employees will be work more effectively if they were recognized and appreciated for their work.
Manager or the leader should give some gratitude to the employees for their hard work.
According to his study, it has been revealed that more than 69 percent of the employees were
talking about their boss that they don't recognize their employees which feels them undervalued.
In the corporate world many managers have to deal with the employee turnover. When the
employees were not appreciated it impacts in the disappointment in their job to the employee.
The problem of employee recognition cause in more than 31 percent of lower voluntary turnover.
More than 79 percent of the employees quiet their job due to not appreciated and recognized for
their work, according to the Eva. The individuals, business, government were affected due to the
poor selection of employees as selection of poor employee in recruiting process does not fit with
the organization. Individuals will not be effective in working and will not able to learn anything
from the job and it leads in poor management and coordination with other members. The
government of the region will be affected as because due to the poor selection of employee more
than 40 percent of the employees will quiet their job and it increases in the unemployment rate
and it will less contribute to the GDP.
Identification of Solutions
The recognition of employee will benefit in the retention and the engagement of
employee. Through the power of appreciation and the recognition of successful employee it can
motivate and create a happiness workplace. Recognition of the employees helps in success and
well-being of the organization, promotes the employees in the good behavior and rewards and
retains the top worker in the organization (Subramaniam, Suan and Johari, 2019). By recognition
of the employees it helps in achieving the goals and objectives of the organization. Thus, the

organization should provide bonuses to the employees, in every organization employees should
be recognized for its work and appreciate according to the result in that work. Employees can be
recognized by providing promotion to the person or giving the awards for the best results.
Recognizing helps in motivation to other employee and contribute more effectively to their work.
Selecting of employees the recruiter should not be biased in recruiting as it cause the poison to
the companies because there are many types of judgements in which recruiter can fall a victim.
The recruiter should always give equality to all candidates which results in the finding good
candidate. For solving the issue of poor selection of employee there should be a training of the
recruiter (Parker, Andrei and Van den Broeck, 2019). To test the hidden biasness recruiter should
take Harvard Implicit Association Test and should organize a fake interview. Recruiter should
diversify its recruitment strategies, whenever possible recruiter should attend job fairs and
organize a recruitment activities.
Evidence on Identification of Solutions
According to the Ali, Sabir and Mehreen, recruiter should take daily, weekly feedback
from the employees to get better results of identifying the work of the employees. By taking
feedbacks it helps in easily recognition of employees and helps in providing appreciation to that
employees. In an organization manager or leaders should recognize both the individuals and the
groups. An employee can be appreciated by various types such as by providing vacation time,
compensation of money, bonuses and providing benefits in the work. To construct effective
feedback it should train the managers and the supervisors. Employees can be recognized
immediately or regularly for doing their best work either physically in team meeting or by
sending thank you or appreciating message on email. To select the best candidate's recruiter
should select tools such as searching of peoples based on their skills, workplace and other
related criteria. Managers or leaders should understand the different types of employees and their
motivation strategies for recognition and rewards. The recruiter should ensure the selection of
right candidate by defining the clear role to the candidate. Recruiter should ensure whether the
candidate will fit with the company's culture and must clarify whether the candidate has desired
skills and knowledges for that position. To ensure success manager should provide appropriate,
well considered feedback to ensure success. According to the Bonaccio and et.al., work
environment should be balanced and it is the important part for the organization. The employees
will be unhappy if the employees were blogged down with their work. So the management

should encourage the employees for taking their full time lunch break and should also ensure that
the workload is managed.
Thus, it has been concluded from the above essay that the two Business Problems Caused
by a High Turnover of Staff are poor selection of employees, lack of recognition of the
employees. Thus, the recommendation to solve the problems as by proper training of recruiter
can solve the problem of poor selection of candidate. Further, recognizing and appreciating to the
efficient working employees helps in motivation to all employees. Moreover, if the problems
were not solved or were not addressed it leads in the increase in the unemployment rate. Thus
increase in unemployment affects the individual, organization, families, employers. As if the
organization fails in selecting right candidate for the job or will not recognize, it leads in
discontinuation of the job. Due to these issues the income will not generate to employees and
affect in the living standards of the persons (Rajamohan, Porock and Chang, 2019). Thus, in the
organization recruiter and manager should have adequate knowledge for recognition of the best
employees and selection of right employees for that job profile. The recruiter and the manager
should adapt training skills or should join seminars for building the perfect skills of recruiting
and management of employees. Thus, perfect solution to the problems helped in generating
profit and achieving objectives to the organization.

REFERENCES
Books and journals
Ali, Z., Sabir, S. and Mehreen, A., 2019. Predicting engagement and performance through firm’s
internal factors: evidence from textile sector. Journal of Advances in Management
Research.
Bonaccio, S., and et.al., 2020. The participation of people with disabilities in the workplace
across the employment cycle: Employer concerns and research evidence. Journal of
Business and Psychology. 35(2). pp.135-158.
Eva, T.P., 2018. Recruitment and selection strategies and practices in the private sector
commercial banks of Bangladesh: Evidence from human resource
practitioners. European Business & Management. 4(1). pp.28-38.
Kurniawaty, K., Ramly, M. and Ramlawati, R., 2019. The effect of work environment, stress,
and job satisfaction on employee turnover intention. Management science letters. 9(6).
pp.877-886.
Parker, S.K., Andrei, D.M. and Van den Broeck, A., 2019. Poor work design begets poor work
design: Capacity and willingness antecedents of individual work design
behavior. Journal of Applied Psychology. 104(7). p.907.
Rajamohan, S., Porock, D. and Chang, Y.P., 2019. Understanding the relationship between staff
and job satisfaction, stress, turnover, and staff outcomes in the person‐centered care
nursing home arena. Journal of Nursing Scholarship. 51(5). pp.560-568.
Siengthai, S., Swierczek, F. and Bamel, U.K., 2019. The effects of organizational culture and
commitment on employee innovation: evidence from Vietnam’s IT industry. Journal of
Asia Business Studies.
Singh, M., Kumar, P. and Rathi, R., 2019. Modelling the barriers of Lean Six Sigma for Indian
micro-small medium enterprises: An ISM and MICMAC approach. The TQM Journal.
Subramaniam, C., Suan, C.L. and Johari, J., 2019. Employee retention in the manufacturing
sector: is there a simple solution?. In Proceedings of the Second International
Conference on the Future of ASEAN (ICoFA) 2017-Volume 1(pp. 103-110). Springer,
Singapore.

Swarnakar, V., Tiwari, A.K. and Singh, A.R., 2020. Evaluating critical failure factors for
implementing sustainable lean six sigma framework in manufacturing organization: A
case experience. International Journal of Lean Six Sigma. 11(6). pp.1069-1104.
Yao, W. and Zhang, C., 2021, December. Research and Application of Artificial Neural
Network Technology in the Recognition Model of Employee Satisfaction. In 2021
International Conference on Aviation Safety and Information Technology (pp. 180-
184).