Strategies for Employee Retention: A Tesco Case Study and Reflection

This report examines employee retention strategies within the context of Tesco, a UK-based multinational grocery store. It begins by defining employee retention and its significance, then explores various factors contributing to employee turnover, such as employee dissatisfaction, negative experiences, planned changes, lack of feedback, being overworked, and lack of growth opportunities. The report then outlines strategies to improve employee retention, including enhanced communication, continuous performance feedback, training and development, investing in employees, reward and compensation programs, ensuring work-life balance, effective change management, and socialization practices. The report also includes a reflective essay discussing the author's personal learning experiences, application of skills, challenges faced, and areas for professional development within the context of working for Tesco. The essay highlights the importance of communication, time management, and leadership skills in the workplace.

People Management

Table of Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
TASK1........................................................................................................................................................3
Meaning of retention and how an organization can improve the employee retention..............................3
TASK 2...................................................................................................................................................5
Reflective Essay......................................................................................................................................5
CONCLUSION..........................................................................................................................................6
REFERENCES..........................................................................................................................................7
Books and Journals:.................................................................................................................................7

INTRODUCTION
People Management is a deep sense which involves the employee development, growth,
problem solving, and organizing in the business (Milliman, J., Gatling, A. and Kim, J. S., 2018).
It is an ongoing process which sets the goals of employees and evaluate his progress later.
Overall it aims to solve problems and make their engagement in other team members of
organization. The report is going to prepare on the Tesco Company which is UK based
multinational groceries stores and also specialized in the general merchandise. The company was
founded by Jack Cohen in 1919. It includes various item in its store to sell such as clothing,
furniture, toy, books and many more. The aim of the report is to understand the employee
retention and how it can be improve by organization.
MAIN BODY
TASK1
Meaning of retention and how an organization can improve the employee retention.
Employee retention defines an ability of an organization that how it retains employee. It
involves various practices, strategies and policies that helps to reduce the employee turnover. HR
department helps to motivate their employees which involves many strategic actions and plans
and focused to remain employed and they are completely engaged and productive for increases
the value of the organization. In the context to Tesco, HR department is highly focused on to
retain their employees (Mazzei, A., Butera, A. and Quaratino, L., 2019). It plays a very important
role in both retaining and attracting the talented employees as well employee turnover reduction.
It was a very critical issue in the company to compete for talented employees in this tight
economy. It is very important for the organization to focus on retention of quality employee
rather than to hire, train and develop other replacement of employees of the same talent and
quality. A wide-ranging retention of employee’s session can help a lot to retain and attract key
staff members and also helps to reduce the cost of recruitment program. Before looking for the
methods or ways, it is important to understand the issues which cause the employee turnover in
the organization.
 Employee’s dissatisfaction: Traditional retention strategies attack this concern such as
monitoring attitudes at workplace and addressing the ways of employee turnover.
 A negative experience: Sometimes employees leave the organization with having a
negative vibes or experiences without thinking for the future (Yukongdi, V. and Shrestha,
P., 2020). Usually, these negative experiences are gain from some specific action in
organization such as experiencing issues with mentor, not getting promotion or
appreciation from past working years. So that it is very important to know the frequency
and types of problems regarding work that drive employees to leave the organization.
 A planned change: Employees in the organization sometimes have predetermined plan
to leave the organization, some reasons such as spouse pregnancy, career advancement
opportunities and many more.

 Lack of feedback and recognitions: It is one of the reason that employees want to leave
the organization when they are not getting proper feedback from their employers. If an
employee is struggling with his efforts in the organization, a honest feedback and review
can help them to understand their lacks and refocus on their work accordingly.
 Being overworked: When the organization gets an economic work pressure, employers
get a lot of work pressure and extra responsibilities on their employees and other staff
members (Ergun, H. S. and Tatar, B., 2018). It is better to understand this concern that
personal life is also important for the employees and employers must ask and let people
know for a contribution otherwise they will get frustrated and cause to leave the
organization.
 Lack of growth and progression: Every employee look for the opportunities in which
he can grow and develop his skills and talent. An organization where he feels that there is
no possibility for his development and feels like trapped in a position which is dead-end
then he is most likely to move on with different organizations for the opportunity to
improve his earnings and lifestyle.
Strategies to reduce employee turnover or employee retention:-
Here are some ways that can help an organization to improve the employee retention,
which has been mentioned below:-
 Communication: When communication is better between team leader and employees it
will help to retain the employees. When a leader make sure his role and playing
effectively he can help them to promote and create positive communication with team
members which can include both remote employees and onsite employees (Kalyanamitra,
P., Saengchai, S. and Jermsittiparsert, K., 2020). It is very important to create a
communication proactively with employees on a daily basis, it will also help to get a
sense of their responsibilities, work pressure and their job satisfaction.
 Continuous feedback on employee’s performance: It is an another way to retain
employees, in this strategy team leader can conduct one on one meetings and ask and tell
to their employees for a short term and long term career goals and help them to get a
vision for the future with the same company. A leader should not make a promise that he
cannot keep and help them with a realistic plan for accomplishing those objectives and
goals for their potential career advancement.
 Training and development: It is a very important method to retain employees in the
organization. A leader can help their employees to identify areas in which they need
growth and development in his professionalism as well as they need to learn some new
skills and talent. As a world is now fully technological advanced it is important to train
the employees accordingly the things going on and to cope up with the outside world.
 Invest in employees: Every employee required to be value in the team as well as in the
organization (Poisat, P., Mey, M. R. and Sharp, G., 2018). When an organization place an
active part in their career development and invest in their growth and success, West
Indies to increase the employee’s loyalty with the organization. When an organization
promotes development it will also help to improve the workforce as well as equal

enhance the capability of employees and attract new employees for the organization as
well.
 Reward and compensate the employees: Every employee needs and want that their
contribution is valued by the company. By making small effort by recognizing their
efforts by awards and success. Sometimes, for organizations it can be not important to
offering rewards and celebrating their success but it is very important for the employees
that will help to increase their loyalty for the organization. On the other side, it is also
very important to pay fair wage to the employees to control high rate of employee
turnover. Doing this effort by the company will make sure that employees will not go for
any other company or stop them for looking better opportunities somewhere else.
 Ensure a good work life balance: Balance is very essential for everyone. Employees are
bogged down with their task and activities and it will be harmful for the organization that
they will not be able to meet their employee’s happiness and they start leave the
organization (Stegen, A. and Wankier, J., 2018). Encouraging employees, it will be very
important to make sure that work pressure can be manageable enough by them and they
are not pressurized to stay late or early start all the time and also it will be a great idea to
encourage them to take their full lunch break. It is very vital to consider all team
members and taking them to create a positive environment to the social outings and make
communication between colleagues and other staff members but the social outings must
be select with carefulness.
 Effective change management: In the present scenario whole world is suffering from
the Covid-19, due to this pandemic every organization has to deal with some changes
whether it is good or bad. Every employee in the organization looks for reassurance and a
understanding during this tough Times. If organization is going through big shifts or
changes it is essential to keep the employees get updated because it will be easy for them
to manage the things and help their anxieties as well. By making a big declaration either
it is individually or in team make a communication is necessary and allow employees for
clarify their doubts.
 Socialization: Turnover may also happen among new employees in the organization.
Socializing practices offered through strategic onboarding can support new employees to
become surrounded and more likely to stay happy and satisfied in the organization
(Baird, K. M., Tung, A. and Yu, Y., 2019). These practices involves learning experience
of individuals and share them among others, formal or casual activities and many more
which also helps to get employee engagement and helps them to know more about the
colleagues and the organization.
TASK 2
Reflective Essay.
I am sharing my learning and how I applied those learning skills in my professional life
and what I had gone through and what difficulties I am facing in my work. I am working in a
multinational company named Tesco, where I am appointed as an employee whose job is to
conduct meetings, file maintenance, research on subjects and give my feedback on issues
accordingly. It is my first job, I am happy and at the same time I feel anxious and nervous too

because I am an introvert person who does not get involved in conversation with more people.
As a fresher, I am facing difficulties to communicate with my teammates, making new friends,
putting my opinions and ideas in front of others. But one thing I know about myself that I am
confident, I am hardworking, capable of handling work, a quick learner of new things and I do
possess many more such qualities. From learning sessions, I learnt communication or interactive
skills that I should have to actually communicate with my teammates. I am sharing my views and
suggestions on subjects which are appreciated by teammates and leaders. If I am doing
something wrong then my leader rectifies me. I have established by career and professional goals
where I have to develop myself and looking for more opportunities where I can grow and
develop. As I start working with the respective company I am getting involved in various
sessions and programs of training and development such as game based training where a leader
plans a games between employees which plans to educate and make employees competitive and
motivated towards the situation. But I feel that it has one of the drawback that it is set to define
the components that will try to train itself. Still, I can make use of it to become more competitive
in the challenging business environment. At work, there are other sessions also such as role
modelling, role play and many more. It might have a good content but sometimes it becomes
uncomfortable for few employees because they are not aware of the consequences. One of my
skill which I developed is time management, as I am lazy person sometimes I could not be able
to manage the things for my personal and professional life. But from my sessions, I built these
skills and applied those at my work too, where I got task from leaders and had to complete those
on time or specific time. I improved my skills and completed those on time for which I got
appreciation also. Sometimes my leader assigns me tasks which are relatable to leadership skills
where I have to manage the team, allocate activities and examine their work but as I feel that I
have to develop more leadership skills because I am still not able to manage team where
sometimes views do not match and that results in conflicts. As an employee of the company I
work hard for my passion and to achieve my career goals I start looking for opportunities where I
got rewards and appreciation by others. But overall it is a mixture of good and bad experiences,
also I built and developed many skills in me such as communication skills, time management
skills and dedication for work, balancing my personal and professional life, all these will be
beneficial for me in future professional career.
CONCLUSION
It has been concluded from the above report that employee retention is very important for
the organization because if employees leaves the organization, it will also lose of talent and it
directly impact on the success of the company. When organization having high employee
turnover rate, it negatively impacts the morale of the company and also increase the expenses for
hiring new employees. The report is also mentioned with some experiences through which it can
be understood that organization must appreciated and recognized the efforts so that they will be
valued, retained and feel included in the organization.

REFERENCES
Books and Journals:
Baird, K. M., Tung, A. and Yu, Y., 2019. Employee organizational commitment and hospital
performance. Health care management review, 44(3), pp.206-215.
Stegen, A. and Wankier, J., 2018. Generating gratitude in the workplace to improve faculty job
satisfaction. Journal of Nursing Education, 57(6), pp.375-378.
Poisat, P., Mey, M. R. and Sharp, G., 2018. Do talent management strategies influence the
psychological contract within a diverse environment?. SA Journal of Human Resource
Management, 16(1), pp.1-10.
Ergun, H. S. and Tatar, B., 2018. Employer branding and employee attitudes: Mediating role of
person-organization fit. Research Journal of Business and Management, 5(2), pp.110-120.
Mazzei, A., Butera, A. and Quaratino, L., 2019. Employee communication for engaging
workplaces. Journal of Business Strategy.
Milliman, J., Gatling, A. and Kim, J. S., 2018. The effect of workplace spirituality on hospitality
employee engagement, intention to stay, and service delivery. Journal of Hospitality and
Tourism Management, 35, pp.56-65.
Yukongdi, V. and Shrestha, P., 2020. The influence of affective commitment, job satisfaction
and job stress on turnover intention: a study of Nepalese bank employees. Review of Integrative
Business and Economics Research, 9, pp.88-98.
Kalyanamitra, P., Saengchai, S. and Jermsittiparsert, K., 2020. Impact of Training Facilities,
Benefits and Compensation, and Performance Appraisal on the Employees' Retention: A
Mediating Effect of Employees' Job Satisfaction. Systematic Reviews in Pharmacy, 11(3).