Leadership in Business: Methods for Addressing Employee Turnover at Walmart

This report discusses the problem of employee turnover at Walmart and suggests practical methods and strategies for addressing it, including collecting information, analyzing perceptions, statistical thinking, and knowledge sharing.

RUNNING HEAD: Leadership in business 0
Leadership in business

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Part 2: Research Paper
Contents
Introduction................................................................................................................................2
Methods of collecting information and insights from diverse perspectives on the problem.....2
Methods for analyzing information and perceptions on the problem........................................3
Statistical thinking method or tool for solving the problem......................................................3
Thinking methods to aid leadership in solving the problem......................................................4
Methods for knowledge sharing.................................................................................................5
Methods for increasing innovation.............................................................................................6
Conclusion and Recommendations............................................................................................6
References..................................................................................................................................7

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Introduction
The leadership in business sets direction, inspiring vision and create something new. This
report discusses the problem faced by the Walmart which is employee turnover. The methods
are suggested for collecting information about the problem faced by the Walmart. The
practical methods and strategies are used to analyse the information in order to understand the
problem. The report also includes the strategic thinking method to solve problem. Some other
methods like thinking, knowledge sharing and for increasing innovation are suggested to
address the problem of employee turnover in the Walmart. Finally recommendations are also
given which were made to the leadership in order to initiate towards problem.
Methods of collecting information and insights from diverse perspectives on the
problem
The information regarding employee turnover problem of Walmart has been collected from
the secondary data. It includes government publications, trade journals, business reports, and
statistical documents. The secondary data used for the research is cost efficient along with the
time-saving. The problem of the employee turnover at Walmart has several impacts on the
business. It is an issue for Walmart so the steps are required to be undertaken for the probable
causes of revenue like assessing turnover rate, defining turnover costs and then addressing the
turnover complications (Li, et. al. 2016). A high employee turnover rate is faced in the
company because employees leave the company and it affects the bottom line of the business.
The insights on the diverse perspectives of the problem of the employee turnover are:
A bad match between the employee’s assistances and job: The scanty information about the
necessities required to fill job results in the employing of under-skilled or overkilled
employees. The job analysis and job explanations should be used to reduce the chances of
hiring unsuitable employees (Han, Bonn & Cho, 2016).
Lack of opportunity: Sometimes the applicants do not appropriately understand the job
description, as a result, they are misled by the Walmart. The job is required to be defined
precisely for the development and expansion in the organization.
Emotion of not being respected: The employees need to be appreciated time on time for the
recognition. The employees feel a lack of appreciation and cause delays and disinterest in the
work.

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Unequal wage structures: Inequality in the pay structures is the great reason for
dissatisfaction among the employees to quit the job at Walmart. The gap in the pay structures
causes dissatisfaction among the employees.
Methods for analyzing information and perceptions on the problem
A performance indicator or key performance indicators (KPIs) can be used as a performance
measurement at Walmart. The KPIs relies on what is important to the company in terms of
making progress. The performance indicators evaluate the existing state of the company and
are linked with the range of employees and the performance indicators (Mittal & Dhar, 2015).
The performance indicators are linked with the performance improvement initiatives. The
problem of employee turnover can be analyzed by the following indicators:
Retirement rate: It is specifically important for the Walmart to develop a planned personnel
plan. The retirement rate can be estimated by considering at the sum of employees who are
discharged as a percentage of the entire headcount. If the company do not have an aging staff
than the staff is a good measure as well (Bendapudi & Leone, 2002).
Information attained with training: IT can help Walmart to see the efficiency of the employee
training. It can be decided by conducting an exam, checking exam pass rate percent and
average score percent. Walmart can even conduct pre-test and post-test of training to
acknowledge what was actually educated by the staff.
Internal promotions Vs. external hires: This ratio processes the individuals employed at the
company are reflected for the internal promotions versus the figure of outside hires. It is
operative in the organizational succession planning (Liu, 2013).
Salary effectiveness ratio: The salary effectiveness ratio can be used to assess the
effectiveness of the reimbursement options. It is an effective tool for solving the problem of
employee turnover (Carnahan, Kryscynski & Olson, 2017). This ratio can be determined by
separating the average company salary by the average salary accessible by the competitors.
Statistical thinking method or tool for solving the problem
The tools for solving the organizational problem of employee turnover are:
An operative hiring strategy: It does not matter how hard a company tries to assimilate a new
employee into the business but the wrong fit is always the wrong fit. Forming and realizing

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hiring strategy addresses more than the assistances of the job candidates. It is the greatest way
to discover the perfect match for the working environment (Reina, et. al. 2018). It is
considered that skilled workers are not always suitable for hiring. The appropriate candidates
composite well with the company culture, management, and employees. In order to maintain
a good rate of employee turnover the business should fit with the future employee.
Reimbursement and bonfire packages: The reimbursement is regarded more than the money.
Whereas salary is the most significant thing but the employees are likely to opt a position
which pays less but deals more benefits. These benefits include health insurance, motherhood
leave, paternity leave and paid vacation days are vital to the members with families. The
whole package is considered at the time of making the employment decision and the benefits
feasible. The human resource experts in the company should review compensation and
benefits packages every year in order to retain employees (Yi, Hao, Yang & Liu, 2017). Add
on it allows the company to stay on the top of the industry trends. It also helps in sustaining
competitive advantage in the niche.
Appreciation and rewards: The company generally supervise the significance of viewing
importance to the current employees. Various workers vacant jobs because they feel a lack of
gratitude for their hard work. A bonus system, thank you mail, recognition reward or
newsletter are the examples which can help the company in succeeding its operations by
retaining employees. Such resources invested help company in the long run.
Thinking methods to aid leadership in solving the problem
There are some methods to assist leadership in solving the problem of employee turnover can
be:
Spend time with the employees: A vigilant review of the company’s performance data
represents the conversations between a leader and the employees. It is a leading indicator of
the company’s higher performance. The time spends by the leader in proper training,
instructing and performance managing helps to improve the employee retention rate.
Measure output instead of input: It is suggested to the company to become output focused
than measuring the inputs. The hours spend should not be issued if the work is delivered on
the time. The work completed and the standards should be only focused by the leaders. This
approach is helpful in shifting responsibility to the employees (Katsikea, Theodosiou &

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Morgan, 2015). It empowers employees to work in a way which suits their lifestyle and
personal needs.
Be productive about engagement: The employees should be engaged in Walmart by higher
pay, promotions, recognition, interesting work, appreciation and more. It creates passion
among the employees to fulfill tasks. The employers are influenced by such employees who
do they work with full desire and passion. It results in employees’ retention and higher
productivity.
Involve employees in company strategies: When the employees are involved in the strategies
of the company they feel more connected to their work. They also feel empowered and a
sense of respect in the organization. The turnover is likely to reduce in the company of they
feel a stake in the future of the company (Harhara, Singh & Hussain, 2015).
Methods for knowledge sharing
Here are some methods of knowledge sharing which can help lead in addressing the issue of
high rate of employee turnover:
Encourage various forms of knowledge: Walmart should take knowledge sharing initiative to
make employees feel comfortable in a multitude of ways. It makes people comfortable and
ensures that their voice is being heard. When employees feel that their point of view is being
considered than they are likely to stay loyal towards the company. Such employees also
contribute their maximum efforts in the organization. Whereas the goal of knowledge sharing
is to make employees feel comfortable and spread the wealth in the multitude of ways (Rai,
2015). The face to face collaboration should be encouraged to express their ideas who feel a
little shy. The time should be imparted to the employees to share and contribute content. It
ensures that the knowledge is being shared and documented.
Incentivize knowledge sharing: The employees in the organization are like to being rewarded.
There are various ways to reward employees who exemplify the knowledge sharing
movement. The employees should be appreciated by an email or announcement when it is
noticed that they are contributing good efforts towards the organization (Hom, Lee, Shaw &
Hausknecht, 2017).

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Revamp training and onboarding methods: The training and onboarding methods often seem
unrelated. The new hires in the organization can be collaborated by giving a mentor. These
mentors put a positive impact on the new hires. Another team member can be used to shadow
on the newly hired person. It can also be realized to the new hires that their input is not
valued but they are required to contribute more towards the organization.
Methods for increasing innovation
 An exit interview process should be executed for the employees who leave the
organization willingly as well as unwillingly. A method can be developed to
determine the conditions of the employee’s parting. The feedbacks can be encouraged
by the employees are being terminated. It shows that their feedback is important even
if they leave the organization (Demirtas & Akdogan, 2015).
 The exit interview questions should be constructed to petition candid feedback from
the leaving employees. The questions should be asked which contribute their decision
to resign. The employees’ opinion should be surveyed by asking questions about the
compensation and benefits.
 The reasons should be examined for leaving the jobs. The particular attention should
be paid to the instinctive terminations and attendance records for the questions about
job satisfaction and employee morale (Bolman & Deal, 2017).
 The meeting should be conducted with the supervisors and managers regarding
departing employees. The feedback should be attained from the supervisors who
assess employees subject to termination. It should be made sure that the supervisors
are there to help employees and have the proficiency to manage departmental
functions along with the staff.
Conclusion and Recommendations
It is recommended to the Walmart to reduce employee turnover rate by providing on-going
education and clear paths to the advancement. The existing employees in the company can be
retained by offering the right benefits. These benefits and perks help in keeping employees
happy, engaged and healthy. The employees also like to exceed performance goals and stay
for a long time with the organization. It is recommended to the Walmart to offer flexible
working schedules to the company. The employees feel valued and go beyond their limits to
contribute efforts towards the organization. The company is also suggested to be transparent

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with its employees. It encourages employees to feel valued as their input will be heard. The
feedback of the employees should be considered to offer them suitable working conditions.

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References
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Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and
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Carnahan, S., Kryscynski, D., & Olson, D. (2017). When does corporate social responsibility
reduce employee turnover? Evidence from attorneys before and after 9/11. Academy
of Management Journal, 60(5), 1932-1962.
Demirtas, O., & Akdogan, A. A. (2015). The effect of ethical leadership behavior on ethical
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