UNL004 - Staff Turnover Problems & Solutions: A Business Essay

This essay addresses the impact of high staff turnover on organizations, focusing on decreased productivity and increased costs. It explores how rapid employee changes disrupt team dynamics, negatively affect organizational culture, and hinder overall efficiency. The essay also discusses the financial burden of continuous recruitment and training. To mitigate these issues, the essay suggests implementing effective training and development programs to boost employee motivation and productivity, as well as fostering a healthy working culture that values employee input and promotes work-life balance. By addressing these factors, organizations can improve employee retention rates, enhance satisfaction, and ultimately achieve a more stable and productive workforce. Desklib provides resources for students to find similar essays and solved assignments.

Understanding role of
supervisor support in
retaining employees
and enhancing their
satisfaction with life
Personnel

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Problem – 1.................................................................................................................................3
Problem – 2.................................................................................................................................4
Solution – 1.................................................................................................................................5
Solution – 2.................................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES:...............................................................................................................................7
Books and Journals.....................................................................................................................7

INTRODUCTION
Supervisor is the one who instructs and oversees work performed by subordinates. They
acts as a mediator between the management of company and workers (Park, Kang and, 2018).
They motivates the employees to produce a better output, along with achieving organisational
and personal goals. The problems which are faced by employees are communicated to the
supervisors and they take all necessary measures in order to solve their problems. This increases
satisfaction among the employees and results in increasing productivity of employees. By having
a better performance of employees they are being rewards by organisation in the form of
incentives or promotion which improves employees satisfaction. Enhancement in satisfaction of
employees make them engage to work for company for a longer duration of time. Also, the
chances of growth and development of employees increases. With this, employees will leads to a
healthy balance life personnel and retention rate of employees improves. The employees will
retain in organisation when they are able to maintain balance among personal and professional
life. The companies having high turnover of staffs results in decreasing productivity of
organisation. When employees of companies are leaving rapidly then new hiring would take
place which increases the cost of hiring. With this, it takes time of make adjustment with new
employees which affect their performance. This results in reducing output of of organisation and
creates a negative image of company among outsiders. If is required to provide training to new
employees which again leads in increasing cost of organisation. This essay is based on the
problems faced organisation by having high turnover of staff and it's solutions to overcome from
this problem.
MAIN BODY
Problem – 1
High turnover of staffs affects the working of organisation in an negative manner. The
first problem occurred by low retention rate of organisation is decreasing productive of
employees as well as of organisation (Ali, Paris and Gunasekaran, 2019). The existing
employees are not able to make adjustment with new employees, this affects the performance of
employees. The amount of output that a team can produce reduces by rapid changes in member
of group. It takes time for employees to reach at that stage where they can share their ideas,
thoughts, solution and problems with each other. This phenomena of sharing things results in

producing a better and effective solution of any problem, but this is not possible when team in
changing rapidly (Loh and Loi, 2018). With this, it also effects working culture of organisation,
as the employees are not able to communicate with new employees, it takes time for them to
show their involvement with new employees. Also, it creates a groupism of existing employees
which is not at all good for organisation. This makes new employees feels demotivated and are
badly affected with negative environment of organisation. The existing employees do not show
involvement and when they are grouped into a single team then they can't produce desired
output. All this is affecting performance of employees and productivity of employees negatively.
Hence, this will effect retention rate of organisation, the employees will start leaving employees
due to dissatisfaction. This is how high turnover of employees effects brand image of
organisation and efficiency of organisation as well as of employees.
Problem – 2
The second problem organisations have to face due to high turnover of staffs is increasing
cost of organisation (Parent and Lovelace, 2018). A lot of cost is incurred by companies for
hiring a individual employee and this cost is increased when the organisation has make
continuous recruitment for the same vacant positions. At the time of recruiting, selecting, hiring
a huge cost is incurred which an organisation has to bear. Along with this after hiring of
employees in order to make new employees aware about functions and rule & regulations of
company training is being provided by organisation. With the help of effective training
productivity of employees are improved, but also a huge cost is incurred to organise a training
programme. When the company has high turnover of staffs, they have to make new hiring
consistently, along with this training programmes are also conducted. All this increases cost of
organisation and reduces amount of production. By this organisations are not able to produce
desired or set standard of output and cost of company keeps on increasing. This is effecting
overall profit and growth of company, with image of company keeps on reducing. Human
resource management is responsible for increasing satisfaction rate of employees and building
strong relation between management and employees. So to improve relation it's important to
make employees feel satisfied and increase retention rate along with keeping budget in mind.
Increasing cost of hiring will affect the overall budget of company. So, this is how high turnover
of staff will affect profit and budget of company.

Solution – 1
There could be certain reasons for high turnover of staff and to avoid it certain measures
can be adopted by companies to reduce it (Narayanan, Rajithakumar and Menon, 2019). In order
to improve productivity companies can provide an effective training and development
programmes for employees. By getting an sufficient amount of training employees will feel
motivated and will perform work more effectively and with full of enthusiasm. Along with this
increasing productivity of employees enhances output of organisation too. An effective training
makes new employees aware about rule & regulations and functions of organisation, where as,
conducting development programmes will make existing employees aware about upgradation or
innovation in current market. This makes organisation one step ahead from it's competitors and
growth of organisation takes place. With the growth and development of organisation, they are
able to provide better facilities to employees which is essential to improve living of standard.
This will create a balance among professional and personal lifestyle and employees will feel
motivated to retain in organisation for a longer duration of time and hence, high turnover rate of
staff can be reduced.
Solution – 2
The another solution for reducing high turnover of staff is provide a healthy working
culture to employees. Providing a better place for work make the employees feel motivated to
perform work in an effective manner (Lee and Chen, 2018). Increasing motivation results in
producing desired output and achieving goals of organisation. By attaining objectives of
companies, employees will be praised and rewards will some kind of benefits. This is how their
living of standard get enhanced through which they can live a healthy and balanced personal
lifestyle. The satisfaction of employees starts improving along with enhancing retention rate of
organisation. By providing good working culture, employees will feel free to share their view,
opinions and ideas among each other which is crucial to build an effective team. An organisation
can provide good working culture by conducting different activities among employees through
which team building skills can be improved. Employees are able to understand the efficiency of
working with team and can work corporately. Along with this certain facilities could be provided
to employees which can improve performance of employees such as flexible working hours,
work from home facilitates, etc. Employees should be given opportunities to share their ideas
and opinions freely, along with this decision making power should also be provided to them.

This will make employees feel valued and enhances rate of satisfaction which is important for
increasing retention rate of organisation.
CONCLUSION
From the above file it can be concluded that, supervisor helps in improving retention rate
of employees and enhancing satisfaction among them which leads to create an balance lifestyle.
Further, problems were discussed which an organisation has to face to high turnover of staffs.
The topmost problems are decreasing in productively of employees which simultaneously results
in affective overall output of organisation negatively. With this high turnover of staffs induce
huge amount of cost of the organisation. Along with it training is provided to employees which
again involves a huge cost and hence overall budget of company is effected. Moreover, solutions
to overcome from these problems were also discussed. To increase productivity of employees,
proper training should be provided to them and a healthy working environment should be
provided to employees, through which they feel motivated and perform work in an effective
manner. A good working culture helps in building effective team and achieving goals of
organisation quickly. It is recommended to engage employees engagement by providing them
rewards for their better performance. This will motivate employees to work in such a way that
they can attain goals of organisation. A proper guidance should also be provided to employees,
in order to know that they are working on correct path of not. Providing proper feedback will
also helps in increasing productivity of employees and hence rate of high turnover of staff could
be reduced.

REFERENCES:
Books and Journals
Ali, A.A., Paris, L. and Gunasekaran, A., 2019. Key factors influencing knowledge sharing
practices and its relationship with organizational performance within the oil and gas
industry. Journal of Knowledge Management.
Lee, L. and Chen, L.F., 2018. Boosting employee retention through CSR: A configurational
analysis. Corporate Social Responsibility and Environmental Management, 25(5),
pp.948-960.
Loh, J.M. and Loi, N., 2018. Tit for tat: Burnout as a mediator between workplace incivility and
instigated workplace incivility. Asia-Pacific Journal of Business Administration.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Parent, J.D. and Lovelace, K.J., 2018. Employee engagement, positive organizational culture and
individual adaptability. On the Horizon.
Park, S., Kang, H.S.T. and Kim, E.J., 2018. The role of supervisor support on employees’
training and job performance: an empirical study. European Journal of Training and
Development.