In the last 12 months, the Human Resources department has recorded an increased number of employee turnover, absenteeism, and reports of decreased employee morale and productivity by management. This has caused job security concerns, low customer service levels and a financial burden on the company. In this report, I have examined the possible causes, how top ranking companies maintain staff loyalty, and what our company can do to self-promote from within. WHAT MAKES AN EMPLOYEE DISSATISFIED? Low employee morale can be caused by a variety of factors which include attitude and perception towards the job, perceived job insecurity, amount of compensation and benefits, the work environment, fellow team members, managers and the organization …show more content…
Costs of low morale • High turnover: Employees will leave their job if they are not happy and have no reason to stay. This impacts the company on both productivity and financial levels. The Saratoga Institute suggests that the average internal cost of turnover ranges from a minimum of one year’s pay and benefits to a maximum of two year’s salary. Other research indicates that total turnover costs can reach as high as 150% of an employee’s base salary. (Bowes) • Absenteeism: If employees are present and healthy, they accomplish more. Sick days cost the company money and production and increase health and insurance costs. When an employee is dissatisfied with both management and the work they produce, we see a rise in absenteeism. According to an article in The Leading Edge, dissatisfied workers crave an escape from their offices, even if those escapes are only temporary. …show more content…
Establishing a formal development model will help attract and retain top talent. This will help to create and maintain a culture of advancement. • Flexible work schedules. Employees with school-aged children may benefit from a later morning start time or employees taking courses outside of work may want to start earlier in order to accommodate an evening class. • Relaxation space. Provide a location separate from the sales floor to encourage social interaction and rest, perhaps adding a pool table or gaming system. • Encourage personalization. "Giving each employee the space and freedom to customize their area to their personal work preferences is one of the best ways to create a better work environment. Instead of just having the same issued everything, give everyone a budget to customize their own setup." – John Turner, CEO (Turner) • Bonuses and incentives. Give a weekly or monthly reward to top performers such as gift certificates. Hold staff appreciation programs, including after work social gatherings that are covered by the firm. • Give and receive feedback. Positive feedback makes employees motivated and encouraging feedback fosters trust between management and
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
There are many reasons why an employee may perform poorly. Some of the common reasons include an employee doesn't know what is expected because goals and/or standards or workplace policies and consequences are not clear or have not been set.there is a mismatch between an employee's capabilities and the job they are required to undertake, or the employee does not have the knowledge or skills to do the job expected of them. An employee does not know whether they are doing a good job because there is no counselling or feedback on their performance. Lack of personal motivation, low morale in the workplace and/or poor work environment. Personal issues such as family stress, physical and/or mental health problems or problems with drugs or alcohol
5. Create a stimulating work environment- Your employees need to feel like an asset to your company and secure in their job.
It is this capability of the management to cultivate communication that is important towards effective engagement with the employee (Albrech, 2011). It is not just a one-sided affair of a company engaging employee, but also mutual loop where the employee is also engaging the company. After all, it takes two hands to clap. “Voice must be approached in a genuine and authentic way, and treated as more than just a cosmetic exercise. An authentic use of voice means that when the employee is invited to speak up, the company in return will both listen and will respond to what the employee says, even if just to explain why they cannot carry out a request for change. Feedback is vital and action must be seen to follow.” (Dromey et al, 2012, p.17).
Duboff, R. (1999). Loyal Employees Are a Key Link to a Firm's Value. Journal of Management in Engineering, 9.
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
Due to all these factors managers have come up with different strategies to understand employees problems and to improve organizational behaviour by screening out the employee who does not suit the specific organizational culture, and specific job based on interest and experience instead of conventional approach. These steps are very utilitarian in ameliorating the employees over all job satisfaction, which in return lowers the absenteeism and employees turnover, thus benefiting the organisation in improving its services and products.
Employee morale was also increased as they are motivated to their work because they are doing something meaningful to the society. This will increase their job satisfaction and loyalty to the organization as they felt that they are playing a part of the good works that the organization is trying to do. This causes a greater assurance to the organization and it also encourage employee to imp...
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.
Merriam Webster Dictionary defines motivation as “the condition of being eager to act or work”. Having a small business, you need more than money and customers you need employees. In order for your business to succeed you must obtain a team of employees who are motivated to work for you. You must share the same goals and ambitions that will lead your business down the right path.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
Absenteeism is a serious problem for a company, it not only reduce the productivity buy also make the company lose a lot of money. workplace bullying, employee`s health, workplace condition and Unfairness at work are the common causes of absenteeism. However, there are not just these few causes for absenteeism, the most important is manager should be good at observe and analysis, try the best to find out the reason of absenteeism and take an action to improve it. And the five basic elements of an effective absenteeism control and the Point Contingent rewards may be able to help you. But the managers should keep in mind, in order to have a successfully absenteeism control, the organization should have a comprehensive strategy or use a combined approach to approach the problem not just depend on one or two methods. (Cole & Kleiner, 1992)
In 1997, Development Dimension International (DDI) carried out interviews, literature reviews and surveys to study the effective service environment. They found that there is a good strong relationship between employee performance and loyalty and its effects on increasing company productivity and profitability.