Employee turnover
Employee turnover is a fact of life in any business, regardless of industry or size. Many businesses today are dealing with issues connected to a lack of information about the nature of employee turnover procedures.
Both the employee and the company benefit from a thorough examination of systems linked to employee volatility. Uncontrolled and excessive turnover can result in significant direct and indirect expenditures for a business (Staw, 1980). As a result, a detailed evaluation of staff turnover is required. may point to a variety of reasons that contribute to greater turnover. As a result, there will be unfavorable effects It's possible that the effects of this phenomenon can be reduced. From the employee's perspective, knowledge is important concerning the features of individual employees that offer them a competitive advantage on the job market is essential. Identification of the employees who are the most vulnerable is also crucial.
Employee fluctuation is a term used to describe when employees come and go. In the literature, there is no clear definition of employee fluctuation. The term "staff fluctuation" can be used to describe any situation in which an employee quits an organization (Cascio, 2001).
This term is sometimes boiled down to voluntary turnover, which occurs when an employee makes the conscious decision to quit the organization (Pocztowski, 2009). Much broader definitions can be found, such as: employee turnover is a diametrical change, exchange, or large loss of staff members (Cybulski, 2008). This concept will be defined for the purposes of this article as the process of external turnover, which includes, but is not limited to, dismissals from the examined organization. Voluntary and involuntary employee turnover are both possible (Cascio, 2001)
Reference
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Hi Nishad, the points you have mentioned here is very valid and clear. Further to support the topic I would like to add few more things to it. Due to low employee motivation, the organization has to face the problem of high employee turnover. As a result of high employee turnover, declining reputation, low productivity, reducing growth and loss the future sustainability are major impacts on the organization (Lee and Brookshire, 2017).
ReplyDeleteHi Dinith, to add your comment- Employees who leave on the organization’s request as well as those who leave on their own initiative can cause disruptions in operations, work team dynamics and unit performance. Both types of the turnover create costs for the organization. If an organization has made significant investment in training and developing its employees, that investment is lost when employee leaves (Mello, 2011)
DeleteI agree with your blog Nishad. In low- and middle-income states, motivation and job satisfaction have been identified as major factors in health care professional retention and turnover. In decentralized health systems, district health managers typically have a larger 'decision space,' allowing them to positively affect health worker motivation and job satisfaction, which has an impact on retention and performance at the district level. The study looked into the effects of motivation and job satisfaction on turnover intention, as well as how district health managers may promote motivation and happiness to increase health worker retention. (Bonenberger, M., Aikins, M., Akweongo, P. and Wyss, K., 2014)
ReplyDeleteYes agreed in addition to that "Every organization strives to have high productivity, lesser turnovers and maximum profitability. Managing turnover successfully is a must to achieve the above goals. stressed that the managers must recognize that employees as major contributor to the efficient achievement of the organization’s success . Furthermore, highly motivated and performing individuals are the crucial factors of the organizational productivity. Therefore, there is need to develop a thorough understanding of the employee turnover from the perspective of causes, effect and strategies to minimize turnover. The next section discusses some of the definitions of employee turnover. (Abassi and Hollman 2000).
DeleteHi Nishad agree with your blog. However, studies dating back to Herzberg's(a997) have found a low correlation between high morale and high productivity, and it seems logical that more satisfied workers will add more value to an organization.
ReplyDeleteCorrect Thanuja, adding to this "Employees who work in an unorganized environment are more likely to be stressed and frustrated, which can lead to interpersonal conflicts, some of which spiral out of control and become bullying situations(D'Cruz et al., 2019).
DeleteHi Nishad. I agree as you've mentioned that employee turnover is inevitable. In addition , employee turnover is costly to an organisation. As finding new recruits and retaining them will have a negative impact in the long run on an organisation. According to Reina et al (2018) employee turnover is also caused by a lack of senior management strength. Leader behaviors impact employee decisions to quit, while effective leadership can lower employee motivation.
ReplyDeleteCorrect Ashanthi,
Deleteadding to this "Authority style of bosses, capacity to practice control concerning navigation and critical thinking, craving for professional success and abilities improvement, adaptable working and steadily expanding desire on retention of key employees (Singh 2019).
Hi Nishad, Employee motivation is very much essential to reduce the employee turn over. Further elaborating on your definitions of employee motivation, it can thought of as the willingness to expend energy and the impulse an individual has in his job to achieve organizational goals (Thompson, 2018). Employee motivation is directly related to an employee's level of engagement and empowerment towards his job (Thompson, 2018).
ReplyDeleteCorrect Shiran , adding to your comment "states that every employee need to be recognized for the work and this will make them feel more comfortable and loyal to the organization. Employers are in the best position to recognize and retain today’s employees (Jacobson D 2008).
DeleteHi Nishad, Agreed. Numerous studies have repeatedly indicated that firms with highly motivated employees have higher productivity and benefits from reduced staff turnover and non-attendance rates (Nguyen et al., 2020).
ReplyDeleteAgree with your comment Gimhani,adding to this Achievement motivation is defined as the desire to do the best, be successful and feel capable or do competence. Achievement motivation is assumed capable of encouraging and give exist and appropiate certain energy. (Larsen and Buss ,2005)
DeleteDear Nishad, Very correct. Motivation is the main tool to eliminate the negative employee turnover rate inside organizations; this is the backbone of human resource management. The lack of adequate human behavior motivation will lead to a lack of clear goals and problems with fulfilment as well as a lack of organizational efficiency. (Vnoučková & Klupáková, 2013).
ReplyDeleteThanks Dulanjana,
DeleteLow employee engagement and loyalty could lead to higher turnover rates (Karatepe, Karadas, Azar, & Naderiadib, 2013).
Dear Nishad, agreed with you. Employee turnover is the level of movement of employees inside and outside the organisation (Reiß, 2008).
ReplyDeleteThe satisfaction of employees in the organisation is connected with internal organisational practices and personal preferences. The resulting factors show a connectedness of turnover and perception of equal and fair treatment, whether this concerns fair and adequate remuneration, distribution of tasks and projects, work methods, promotion or equal access to resources. The key point for reducing turnover is to change the style of working with employees by encouraging independence, career planning, open communication and sharing information (VNOUČKOVÁ & KLUPÁKOVÁ,2013).