Strategies for Reducing Employee Turnover at Wagamama

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STRATEGIC HUMAN RESOURCES MANAGEMENT
Title: Investigating the maintenance of employee engagement in Wagamama
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Table of Contents
Introduction......................................................................................................................................3
Literature Review............................................................................................................................6
Methodologies...............................................................................................................................10
Timeline of research activities.......................................................................................................14
Conclusion.....................................................................................................................................15
Reference List................................................................................................................................16
Appendices....................................................................................................................................19
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Introduction
Project Title
The title of the project is investigating the ways of maintaining employee engagement in
Wagamama
Employee engagement is an approach undertaken by business ventures so that employees can
remain pre occupied by their activities. The best way of enhancing employee engagement is to
motivate them by providing incentives and appraisals. Positive employee engagement helps to
fulfil the goal of establishments so that their position in market can be uplifted. On contrary,
employee engagement is reduced if management fails to fulfil the need of employees. In the
present study, importance of employee engagement will be disused. Further, the study will shed
light on employee engagement process adapted by Wagamama. Reasons of high employee
turnover will also be surfaced in the study. Finally, employee engagement strategies followed by
Wagamama will also be presented in the study.
Objectives of the study
The objectives of the concerned study have been stated below:
○ To explore ways of maintaining employee engagement in Wagamama
○ To analyse Wagamama HRM policies and 9 bundles
○ To analyse the factors that lead to employee turnover
○ To analyse how Wagamama can reduce the employee turnover
Reasons of choosing the project
In the present market employee turnover is increasing because of extreme market competition.
On contrary, management of establishments try to cater needs of employees so that they can be
motivated. Moreover, profitability of establishment can be enhanced if employee turnover rate
can be mitigated. As per the report presented by BBC, employee turnover rate in Wagamama is
high because employees need is taken care off. The report has further mentioned that
management of Wagamama does not provide sick leave to employees thus, they become
dissatisfied (bbc.com, 2019). Later, management of Wagamama has apologised to the staffs for
not providing them leaves on Christmas. However, management of Wagamama has mentioned
that disciplinary action will be taken against members who will apply sick leave on Christmas.
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After stating this disciplinary rule, employees started leaving the establishment. Thus, employee
turnover started uplifting largely. More than 25% of employees within 100 branches have left the
establishment because of faulty establishmental policy (bbc.com, 2019).
After analysing, the company policy, it has been observed that employee satisfaction rate was
reducing because of faulty leave policy. Management at times suspend employees for
behavioural issues. Thus, dissatisfaction among them is increased.
As per the report presented by BBC, in present market condition employees of Wagamama is
getting dissatisfied because of faulty work environment. The employees are also facing time
management issues
As per the report of The Sun, employees of Wagamama are outrageous because they are the
victim of disciplinary action. Presently, employees of Wagamama need to find their substitute
when they are on leave. The present study has shed light on the ways of increasing employee
engagement within working environment of Wagamama (thesun.co.uk, 2019).
The expected result of the project
In this study, qualitative analysis will be indulged so that interview of general managers and
employees can be implemented systematically. After analysing collected data, it has been noted
that presently, primary concern of hospitality establishments is to cater the need of employees so
that their engagement rate can be uplifted. Employee engagement helps to improve
establishment's brand loyalty rate. The management can provide appraisals to employees so that
budding talents can be attracted towards establishment. Further, employee engagement boosts
productivity of employees. For instance, employees who are engaged in their responsibility are
21% productive as compared to other employees. As per the report of Forbes, engagement of
employees is a symptom of success related to the employees. Employee engagement also
increases employee satisfaction rate. For instance, if establishments have more number of
employees then timely service will be provided to customers. Thus, their satisfaction level will
be uplifted. Establishments need to retain their best employees so that quality of service can be
maintained.
As argued by scholar, employee turnover rate can be increased if employees are not motivated.
For instance, in Wagamama, employee turnover rate is high because they take disciplinary
actions against employees. During Christmas, management of Wagamama has mentioned that
employees are not allowed to take leave. However, they have also mentioned that if employees
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want to take leave then they need to find their own substitute. Employee turnover rate also
increases because extra burden are given on the employees. Thus, they became demotivated.
Employee turnover rate also is influenced if no holidays are provided to employees. In
hospitality, sector female turnover rate is high because facilities are not provided to them.
Management does not prefer to communicate to female employees. Thus, discrimination takes
place within the establishment. Management does not provide appraisals and benefits to
employees. Hence, their motivation rate is reduced.
The process through which employees can be retained is known as employee retention rate.
Employees can be retained by providing flexibility within workforce. Efficient time needs to be
provided to employees so that they can maintain balance between work and personal life
(forbes.com, 2019). On time, salary needs to be provided to employees so that employees focus
rate can be improved. Further, equal opportunities need to be provided to male and female
employees so that budding talents can be attracted towards work force. For instance,
management of concerned establishment has apologised to employees for taking disciplinary
action against them. Employee turnover rate can be reduced by recruiting right employees within
the workforce. Competitive pay package need to be provided to employees so that they can stay
within the establishment. Finally, compensation needs to be provided to employees for
motivation (forbes.com, 2019).
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Literature Review
Introduction
The literature review will show a clear view about what different researchers have said about the
topic “Investigating the maintenance of employee engagement in Wagamama”. These will help
the researcher to come to a conclusion about different aspects related to the employees of the
establishment Wagamama. This part of the report will also consist of the gap in the literature
review that was not able to be done by the researchers due to some issues. These will provide
proper information about the different aspects of the business in relation to the employees. These
will help the researcher to continue with the research so that the research can be conducted
properly.
Wagamama HRM policies and 9 bundles
As opined by Guerci et al. (2017), he stated that the HRM policies that are prepared by
Wagamama will help the management to make the employees to understand what they should do
and what they should not do during their stay at the establishment Wagamama. This will help the
establishment in providing every detail related to the policies to the employees. On the other
hand, Van et al. (2017) stated that, the use of HRM policies is harmful if they are very strict for
the employees. It will be better for the establishment Wagamama to perform the policies keeping
in mind about the employees.
According to Basterretxea et al. (2019), he stated in his research that the HRM policies only
contain strict rules that go against the employees. These are responsible for increasing the
turnover rate for the employees for Wagamama. These are not good practice for the business
establishment in order to keep their employees. On contrary, Paauwe and Boon (2018) stated
that, due to the strict rules present in the policies of Wagamama that will help them to get proper
works from the employees working under them.
As opined by Ahmad (2015), in his research that the policies of HRM he stated that there was a
necessity of providing policies as because these helps Wagamama to have free conversation
between the manager and their employees. This helps to reduce any kind of miscommunication
among the employees and the managers of Wagamama. On the other hand, Sanderson and
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Mujtaba (2017) stated in their research that, with the use of HRM policies the management of
Wagamama is not doing fair work in context to the employees. They are forcing their employees
with extra burden that is causing harm to the establishment.
Procedures to reduce employee turnover in Wagamama
According to Holtom and Burch (2016), there are various policies present in Wagamama that are
against the welfare of the employees. This is increasing the turnover of the employees, which is a
danger for the establishment as they are providing all the training and then due to the strict
policies the employees are leaving the establishment. On contrary Katsikea et al. (2015) stated,
that the establishment Wagamama needs to restructure the HRM policies in such a way that they
favour the employees to some extent, which will reduce the turnover of the employees.
As opined by Carnahan et al. (2017), in their research stated that the point that is present in the
policy that is the employee takes any leaves by informing the management then also disciplinary
actions will be taken against the employees taking a leave, which increases the turnover of the
employees. On the other hand, Eugene Fibuch and Arif Ahmed (2015) stated through their
research that the management needs to be lenient to some extent in respect to the leaves taken by
the employees as there can be any serious issues for which the employees might need leaves.
This will bring a reduction in the turnover of the employees.
According to Wells et al. (2016), in their research stated though the rules for the leaves are strict,
still the employees can review the disciplinary actions that help in the reduction of the turnover
of the employees. This will help the establishment Wagamama to keep their employees intact as
the employees need to be happy in order to stay in the establishment. On the contrary, Rathi and
Lee (2015) stated that, after the investigation done for the disciplinary action and it is proved that
the employee is guilty then his service will be discontinued from Wagamama without any kind
of notice. This increases the turnover of the employees that affects the working of the
establishment in the long run.
As opined by Reb et al. (2017), the strict rules that are present for the establishment in respect to
the gross misconduct is very strict, which will not help Wagamama to reduce the turnover of the
employees. On the other hand, Vardaman et al. (2015) stated in their research that Wagamama
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needs to make the rules lenient for the employees to reduce the employee turnover, which is
better for the establishment.
Explore ways of maintaining employee engagement in Wagamama
According to Rafiq et al. (2019), there is a necessity for the establishment Wagamama to
perform numbers of meetings with the employees so that the engagement of the employees
increases. This helps the establishment so that they can communicate well with the employees in
a proper manner. On the contrary, Shahpouri et al. (2016) stated in their research that employee
engagement sometimes creates a lot of problems within the establishment as with employee
engagement sometimes there are lot of times that are wasted by the employees as well. These
increase the consumption of time that affects the working of the establishment and the
employees.
As opined by Zhang et al. (2015), the engagement of the employees can be increased by
organising different games and programmes by Wagamama. This increases the engagement of
the employees that improves the relationship between the employees and the management of
Wagamama. On the other hand, Shuck et al. (2016) stated that by using the process of games and
programmes there is extra cost that needs to be incurred by Wagamama, which needs to look at.
These are essential for the establishment as this increases the cost for them, which increases the
selling price of the products that is beared by the customers.
According to Bhattacharya (2015), the engagement of the employees can be maintained by
encouraging them to take vital decisions for the establishment Wagamama that helps the
employees to think that they are important for the establishment. This increases the responsibility
of the employees that boost their morale. On the contrary, Shuck et al. (2017) stated that if the
employees are told to take some decisions for the establishment then there might be some issues
that will affect the workings of the business. These will cause harm to the management of the
establishment Wagamama.
Literature Gap
One objective could not be completed by the researcher that states the factors that lead to the
turnover of the employees. This aspect could not be explored as there were no proper researches
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done on this topic. There were no proper journals found regarding the same for which it was not
able to continue the research on this part.
Summary
From the above review of the literature, it can be analysed that there are different aspects of the
employees that includes the policies that are presented by Wagamama. These policies will be
followed by the establishments to treat with the employees of Wagamama. These will be
essential for the researcher to continue the research properly.
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Methodologies
Introduction
In the given study, the methods that will be used in researching for the project will be discussed.
The research philosophy, approach of research, design, and strategy will be discussed. The
technique use for sampling, size of the sample, the technique of collecting and analysis of data
will be provided. The limitation in researching that would affect the research and the ethical
points that should be considered for researching will be explained.
Research Philosophy
The research philosophy that shall be used in the present research is positivism research
philosophy. This research philosophy will be useful for the present study because this philosophy
is based on the factual data and the present research will be conducted with the use of qualitative
method of primary research technique that uses particulars and facts through direct method
(Antwi and Hamza, 2015). Positivism philosophy would be helpful as the data collected will be
based on observation and direct perception.
Research Approach
In the present research, the approach that shall be used for researching will be deductive research
approach. This approach holds the view that if the premises are correct, then the conclusion will
also be correct. The deductive approach will be helpful in measuring the validity of the theories
that have existence. Through this method, the collected data will be analysed based on the
assumptions of the past.
Research Design
The design that will be used for the present research is exploratory. This will be helpful for
researching purpose because it will be easier to explore into the existent matter rather than
concluding from creating own theories (Creswell and Creswell, 2017). This method will be
beneficial for researching as the insights can be generated into the present situation. The method
of collecting data is flexible through this design as there will not be specific procedure of
researching.
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Research Strategy
The present research will be based on the primary strategy as there would not be the use of
secondary approaches trough the use of books and journals. The approach of the research will be
qualitative as it would consider the quality of the data collected in the research.
Sampling Technique
The technique that will be used for sampling for the research in the present study will be
probability. This technique will be utilized as it is used in primary method of data collection. The
present research will be carried out with the primary strategy; therefore, the probability method
will be used for sampling. In this sampling method, the researcher can get data from the
respondents and analyse them for getting probable outcome. This method will be simple for use
as well as the members too would get equal chance to present their opinion on the topic.
Sample Size
The size of the sample or the number of people that will be needed for research is two managers
and fifty employees of the United Kingdom based organization, Wagamama. This number will
be sufficient for researching because the managers have more experience and can provide
accurate answers on the questions of research. The number of employees that have been taken
for the research will be helpful as more number of employees would be helpful in analysing the
response for better result. The employees are connected with the organization so they can
provide accurate answers about the functions of the business. Two managers will be interviewed
so that their answers can be compared to each other and accurate result can be generated.
Data Collection Technique
The technique that will be used in collecting data for the present research is the method of
interview. This technique is used in qualitative data collection technique and as the present
research will be carried out through qualitative approach, interview method will be used for
collecting data from managers and employees of the organization. Through this method, the
researcher will be able to interact with the respondents directly. This would help it to ask
questions from them personally and analyse their attitude and behaviours doing research that
would be helpful in analysing the data in an appropriate manner (Olson, 2016).
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Data Analysis Technique
The technique that will be used for analysing the data for the present research is the method of
constant comparison. Through this method, the collected data will be compared among each
other for better examination of data as well as for getting proper results. The data collected
through interview of managers and employees will be compared so that the difference of views
can be evaluated. The researcher in this way can assess the different data collected from the same
establishment.
Research Limitation
In the present research there can be some limitation due to lack of financial resources. If there
had been more resources, the output of the research will be better. There might be some
limitations due to lack of time. The result of tye research will be better if there would be more
time to collect as well as analyse data. If the secondary research had been used for the present
research the data might be more accurate. The quantitative method if had been used in
researching, there would be more number of respondents that might have provide better result.
Ethical Consideration
In the present research, ethics will be followed to avoid clashes with the government of the
country. The research will be carried out by adhering to the legislation of “Data Protection Act
2018”, as per which the information of the respondents of tee search will be protected and
remain hidden from public (gov.uk, 2019). The researcher will consider the Employment Rights
Act 1996 and provide opportunity to every respondent to present their view. There would not be
discrimination among the respondents based on their religion, gender, colour, race, and other
factors as per this law (legislation.gov.uk 2019).
Summary
It can be summarised that for the present research the primary strategy has been used along with
the use of qualitative approach. Positivism research philosophy has been used for analysing the
factual data and exploratory design approach has been applied for exploring the existent facts.
The research has been carried on two managers and fifty employees of the establishment. Ethical
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