Impact of Staff Motivation Techniques to Manage High Employee Turnover in Marks and Spencer

This report analyses the reasons of high employee turnover in Marks and Spencer and evaluates the impact of staff motivation techniques to reduce overall employee turnover in Marks and Spencer. The report recommends feedback, appreciation and improvement, creation of mentorship programs, offering growth opportunities and effective communication to reduce employee turnover.

Project Proposal and
Report

Table of Contents
Introduction......................................................................................................................................1
Literature review..............................................................................................................................1
Research methods............................................................................................................................4
Main finding.....................................................................................................................................5
Conclusion.......................................................................................................................................6
Evaluation........................................................................................................................................6
Recommendation.............................................................................................................................6
REFERENCES................................................................................................................................8

Introduction
High employee turnover can posses a sere impact on the functioning of business. In
present times with the changing requirement of external environment there is need to analyse
suitable motivation techniques for the purpose of managing the situation of high employee
turnover (Bhukya, and Sreeramulu, 2021). The present report is based on analysing the reasons
of high employee turnover in marks and Spencer. Apart from this there is evaluation the impact
of staff motivation techniques to reduce overall employee turnover in Marks and Spencer. There
is use of existing sources of information for the purpose of developing literature review in order
to draw suitable recommendations and conclusions.
Aim:"To analyse the impact of staff motivation techniques to manage the issue of high
employee turnover in organisations". A study on Marks and Spencer
Objectives:
1) To analyse various reasons of high employee turnover in Marks and Spencer
2) To evaluate the impact of staff motivation techniques to reduce overall employee turnover in
Marks and Spencer.
Literature review
Analyse various reasons of high employee turnover in Marks and Spencer
As per the view points of Katie Martibnelli (2017), employee turnover is a term that is
used for analysing the percentage of employees that are willing to leave a organisation and have
to be repapered in a specified time period (Akcil, 2019). There are many different reasons that
may lead to situation of high employee turnover in organisations such as there is lack of
progression and growth that may lead to difficulty in retaining of employees. Employees in case
of large sector organisation like Marks and Spencer may face difficulty in improving their
income and status (Waring, 2021). There can be other various reasons that includes employees
overworking where they are facing high amount of economic pressure because of extra
responsibilities apart from the regular course of job role (Causes of Employee Turnover and
Strategies to Reduce it, 2017). In case of employees are given extra work can lead to creating
dissatisfaction among them, and will directly to making them leave the organisation more
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frequently, as not having time for their personal life will create sense of dissatisfaction among
the employees of the Marks & Spencer (Akgunduz and Eryilmaz, 2018).
in addition to this it is also analysed that another reason which leads to high employee turnover is
also because of the lack of feedback and recognition for the top management, getting proper
feedbacks helps the employees to analyse their performance also helps in knowing where they
stand in the business organisation, getting proper feedback will help them in enhancing their
skills and performance as per the requirement leading them towards continuous growth and
success effectively. Also getting proper recognition for their work also helps in motivating them
towards working more harder in achieving desired goals and objectives. But lack of feedback
and recognition will directly influence the performance of the employees, also leads them
towards not able to achieve desired goals and objectives. In case of Marks & Spencer it is
analysed that not giving proper feedback to the employees as per their performance will lead to
pushing them away from the organisation as it is considered to be the first stage in determining
the growth of the employees so avoiding this process will lead to the failure. For example if an
employees is struggle with something the honest review or feedback from the top management
can help them to effective manage their workload more effectively (Ambrosius, 2018).
Another factor that can lead to the high employee turnover in the Marks & Spencer is
involving the employees in the essentials decision making process, if employees are not being
included in the decision making process of the company or ion any kind of discussion will lead
to making them feel like they are not the part of the organisation which can lead making them
leave the organisation. Large number of big organisation like Marks & Spencer believe
important decisions to be taken by the top management only which lead to creating
dissatisfaction among the employees. Another one of the most essential and common factor that
can lead to high turn over of employees in the Marks & Spencer is the Poor or ineffective
selection of the employees, hiring unskilled or unqualified employees will lead to poor
performance of the organisation. Finding right and skilled candidate as per the requirements is
one of the most difficult task faced by the each business organisation, but in case of hiring an
unskilled and unqualified candidate, not matching with the requirement will lead to the failure of
the business and directly influencing the performance of the organisation. Even if the company is
in needs to fill a particular position, hiring wrong candidate is never a right option, as dissatisfied
employees will never be able to complete their task on time also will not be to achieve desired
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goals and objectives effectively. So in case of Marks & Spencer it is analysed that above
mentioned factors can lead to high turn over rate of employees in the organisation so it becomes
essential for the company to implement required strategy in order to satisfy their employees and
retain them for long period of time (Appelbaum and Batt, 2018).
The impact of staff motivation techniques to reduce overall employee turnover in Marks
and Spencer
There are number of techniques present that can be used by the business organisation in
order to reduce overall employees turnover in the business organisation. In case of Marks &
Spencer, to reduce the employee turnover the staff motivation techniques can be taken into
consideration by the company, this technique will help the company to motivate their employees
which will lead to enhancing the overall performance and reducing the turnover rate. One of the
most essential factor that can be taken into consideration in the staff motivation technique is
offering necessary rewards and compensation to the employees as per their performance as
employees are always curious that their work is valued and appreciated in the business
organisation, company needs to effectively make efforts in order to appreciate and reward
efforts of the employees. Offering essential rewards to the employees as per their performance
will lead to creating sense of belongingness among them and also enhancing the loyalty among
them (Cristiani and Peiró, 2019). In addition to this chosen company needs to ensure that they
are offering equal wages to their employees in order to promote equality and avoid any kind of
discrimination in the company. Another motivational technique that can be taken into
consideration by chosen company to reduce the turn over rate can be providing honest feedbacks
and being considerate. Offering appropriate feedbacks to the employees is one of the main factor
behind the success of the employees and overall organisation, as feedbacks helps employees in
analysing their performance and determine the areas for the further improvement and then
enhancing skills and knowledge as per the requirement (Kim,2018).
Enhancing the performance of employees helps in motivating them towards working
more harder achieving desired goals and objectives. The company can also offer various
opportunities for growth and development to the employees, offering various growth
opportunities will help employees to motivated towards achieving desired goals and objectives, it
will also help in reducing the employee turnover rate also. The chosen business organisation
needs to ensure that they are offering right opportunities for their employees, which will help
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them in their growth and development effectively reducing overall turnover rate also (Latham,
2018).
Further more another motivational technique that can be used by the business
organisation in order to reduce the employee turnover rate can be Herberg's motivation and
hygiene factors, this will help is determining the areas of improvement for the business
organisation, high level of hygiene /motivation will lead to reducing the turnover rate. The
motivational factors involves the appreciation, recognition and involvement in the decision
making process and personal growth which helps in motivating employees towards achieving
desired goals and objectives effectively. These are considered to the positive factors which helps
in the continuous growth and development of the individual. The another one is the hygiene
factors which includes salary, benefits, job security, status which helps in motivating the
employees towards growth and success. Effective evaluation of both the factors helps the
business organisation to achieve desired goals and objectives and also helps in motivating them
towards further growth. In case of Marks & Spencer determining high hygiene and high
motivation level can company to reduce employees turnover rate effectively, and will help in
creating strong brand image in the marketplace.
Research methods
In the present report there are some of the specific research methods that are to be used for the
purpose of conducting the research. Some of such methods are mentioned below:
Qualitative research: It is regarded as research method in which there is focus on collection and
analysis of the textual data. This research work is focussing on collection of qualitative form of
information based on the research aims and objectives.
Quantitative methodology: It is used when the research aims and objectives are confirmatory in
nature. It is used to measure the relationship between two variables.
In the present report there is use of qualitative methodology to collect theoretical form of
information based on the way information is collected by the researcher (Kotni and Karumuri,,
2018).
Primary research: It is regarded as the method in which there is original collection of data as per
specific project. In the present report there is no collection of first hand information. There are
various methods that is used for the purpose of collecting the primary information that includes
surveys, interviews, observations, data analysis as per the requirements of research work.
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Secondary research: It is a method in which there is synthesis and summary of information that
is based on gathering of information that is published and organised by others. It is used widely
in many fields of studies & industries. It is one of the most common methods of secondary
research based on systematic review where there is review of existing information on specific
topics through application of systematic methods (Prabha, Punniyamoorthy and Nivethitha,
2021).
In present report there is use of secondary sources of information for the purpose of collecting
information from the existing sources that is based on online available articles, books, journal
review sources. Based on this further finding are systematised to reach relevant
recommendations and conclusions.
Main finding
Theme 1: Reasons of high employee turnover in Marks and Spencer
It is analysed that there are number of reasons that leads to the high employee turnover in
the business organisation, in case of Marks & Spencer it is analysed that the various factors that
leads to high employee turnover includes lack of growth and progression of the employees,
employees given extra work also leads to employees high turn as when employees not able to
have space for their personal life because of the extra work responsibilities will lead to creating
dissatisfaction among them and lead to turn over. Another reason which is analysed for the
employees high turn over is lack of feedback and recognition to the employees, not getting
proper feedback will lead to poor performance of the employees automatically leading to
influencing the overall performance of the organisation. In addition to this another reasons
recognised includes the not including the employees in the decision making process and also
hiring the wrong candidate for a particular position will also lead to high turn over rate of
employees in chosen business organisation (Soomro and Shah, 2019).
Theme 2: Impact of staff motivation techniques to reduce overall employee turnover in Marks
and Spencer
It is analysed that there are number of staff motivation techniques present which can be
taken into consideration by the business organisation in order to reduce the employee turnover
rate in the particular business organisation. In case of Marks & Spencer, some of the
motivational technique that can be taken into consideration includes offering essential rewards
and compensation to the employees as per their performance also providing required feedbacks
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to them in order to enhance their performance and also offering required training in order to
enhance their performance and motivate them towards achieving desired goals and objectives. In
addition to this another motivational technique that can be used by Marks & Spencer includes the
Herberg's motivation and Hygiene factors, implementing high motivation and high Hygiene
factors will help in motivating employees and enhancing their performance in the business
organisation and also reducing their turnover rate effectively (Wang, 2018).
Conclusion
It is concluded from the above made analysis that there are many techniques of staff
motivation that can be used for the purpose of dealing with the high turnover of employees.
There is requirement for organisation to to focus on identification of various motivation tools
that can lead towards achievement of higher performance level. There must be regular surveys
that have to be conducted in the organisation in order to identify the present motivation level of
employees. It helps in identification of specific individual who are highly dissatisfied from the
organisation and their job. It can assist in the process of identifying the ways in which there can
be improvement of present motivation level of employees that can help in reducing the instances
of high employee turnover.
Evaluation
It is evaluated from the above made discussion that staff motivation is one of the most
important aspects as it is associated with foundation of employee performance and employee
inventiveness. It is associated with employee performance. A motivated employees quickly
responds to the overall roles and responsibilities in the course of business functioning. Employee
motivation has a constructive link with the scale of employee performance in a positive manner
as a motived employees is contribution as per maximum of their competence and potential as
compared to a demotivated employee. Offering employee with career development prospectives
and financial incentives can be two most important aspects that can lead towards reducing the
overall employee turnover as employee will be willing to remain associated with the organisation
in long run.
Recommendation
Based on the above made analysis there are some of the recommendation that are being drawn in
the context of present report as mentioned below:
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 Feedback, appreciation and improvement: It is recommended that in Marks and Spencer
employees must be given proper appreciation and recognition for the purpose of extra
contribution that is done by employees with respect to their assigned roles and
responsibilities. Creation of mentorship programs: It is suggested that the top management of Marks and
Spencer can work towards organising of various on the job training programs where
mentorship programmes can be organised for the purpose of development of employee
potential and competence.
 Offering incentive programs: It is suggested that in Marks and Spencer there should be
creation of incentive programs so that employees can be consistently rewarded in order to
manage their motivation level.
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REFERENCES
Books and Journals
Akcil, A. ed., 2019. Critical and Rare Earth Elements: Recovery from Secondary Resources.
CRC Press.
Akgunduz, Y. and Eryilmaz, G., 2018. Does turnover intention mediate the effects of job
insecurity and co-worker support on social loafing?. International Journal of Hospitality
Management, 68, pp.41-49.
Ambrosius, J., 2018. Strategic talent management in emerging markets and its impact on
employee retention: Evidence from Brazilian MNCs. Thunderbird International
Business Review, 60(1), pp.53-68.
Appelbaum, E. and Batt, R., 2018. The new American workplace. Cornell University Press.
Bhukya, T.N. and Sreeramulu, D., 2021. JOB EVALUATION PRACTICES AND EMPLOYEE
MOTIVATION AND PERFORMANCE: A COMPARATIVE STUDY. EPRA
International Journal of Multidisciplinary Research, 7(7), pp.106-111.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance: Evidence from Uruguay. International Journal of Manpower.
Kim, J., 2018. The contrary effects of intrinsic and extrinsic motivations on burnout and turnover
intention in the public sector. International journal of manpower.
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for
motivating retail salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.
Latham, G.P., 2018. Becoming the evidence-based manager: How to put the science of
management to work for you. Hachette UK.
Prabha, M., Punniyamoorthy, M. and Nivethitha, S., 2021. Examining the bi-directional
relationship between motivation and satisfaction: based on the impact of psychological
empowerment. International Journal of Process Management and Benchmarking, 11(3),
pp.431-453.
Soomro, B.A. and Shah, N., 2019. Determining the impact of entrepreneurial orientation and
organizational culture on job satisfaction, organizational commitment, and employee’s
performance. South Asian Journal of Business Studies.
Wang, J., 2018. Hours underemployment and employee turnover: the moderating role of human
resource practices. The International Journal of Human Resource Management, 29(9),
pp.1565-1587.
Waring, S.M., 2021. Integrating Primary and Secondary Sources Into Teaching: The SOURCES
Framework for Authentic Investigation. Teachers College Press.
Online
Causes of Employee Turnover and Strategies to Reduce it, 2017 [online], Available
through<https://www.highspeedtraining.co.uk/hub/causes-of-employee-turnover/>
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