1 Running Head: EMPLOYEE TURN OVER RATE Employee Turn Over Rate
Sandra Drake
ENG 315 – Professional Communications
Professor Rasheedah Alexander
May 8, 2017 1
Professor Rasheedah Alexander
Professor of English
Strayer University
2303 Dulles Station Blvd
Herndon, VA 20171
April 24, 2017
Sandra Drake
1664 W. Lake Ct NW
April 24, 2017
Dear Professor Alexander:
I am pleased to present this regarding the employee turn around rate in a company.
An analysis of a company that has had a high turn around rate for the last two years found that
employees were not offered adequate training, were not happy in the current position that they are in,
and management is lacking in many forms. It is my recommendation that the company take the
necessary steps in improving the employee satisfaction, morale, and control too define the recognitions
and alter the compensation plan of employees. As well as implement a collaboration platform that will
allow employees to raise concerns.
Thank you for allowing me the opportunity to research potential party choices. I appreciate your
consideration of my recommendation. Should you have any questions regarding this report, please do
not hesitate to contact me at (404) 254-7512
Sincerely, Sandra Drake Enclosure: Justification Report 2 Table of Contents
Executive Summary.........................................................................................................................1
1. Problem Statement:..................................................................................................................1 2. Overview Of Alternatives.........................................................................................................2
2.1. Solution 1: Middle management Empowerment.............................................................3 2.2. Solution 2: Training Portal................................................................................................4 3. Criteria......................................................................................................................................5 4. Evaluation of the alternatives...................................................................................................6
Table 3.1: Key Criteria to measure the alternatives.....................................................................6 5. Methods....................................................................................................................................6 6. Recommendation......................................................................................................................7 References........................................................................................................................................8 3 Executive Summary
This paper is to provide a justification to why a high turnover rate in a company is
something that we should be concerned with. High employee turnover rate affects many aspects
of a company the most that it affects is the profitability of a company. There are many solutions
to this problem the first solution would be training and empowerment. If we train and empower
employees, they will feel the love within the company and this will help them feel valued within
the company. Another solution would online training. Allowing employees access to some sort of
online training portal will allow them to gain new skills and allow them to climb the ranks within
the company. This way having to hire someone from the outside and train them on any systems
will no longer be necessary. 4 Problem Statement:
Retention means keeping loyal employees at the company. Turnover basically means how
many times you must change employees. If you have a high turnover rate I would be worried. It
means that there is something wrong within the company. It can be hurtful to your revenue.
Having to hire more people and sometimes having to take the time and money to train these
individuals takes money and time away from what you could be making. The different factors
that could contribute to this impact of company profitability include but are not limited to:
- Hiring expenses
- Training costs
- Lost sales (due to non-availability of productive resources)
- Lower productivity (as the new resources need to ramp up)
Depending on what industry this is in there can be serious damage done to the financial
aspect. High turnover rate can also cause low morale. Employees tend to socialize when not
working and if all they are talking about is how much they dislike their jobs then you will have a
whole lot of disgruntled employees. If they feel as if they unappreciated and overworked, then
the company is in serious trouble. This will lead to lower productivity and even lower customer
service. It will be like a domino effect. After that customer satisfaction, will suffer as well.
Causes of High Turnover:
There are many causes of high turnover rates. Things such as employees being put into jobs
that are just too difficult for them to do. This mismatch would cause so many mistakes as well as
unhappiness on the part of the company, employee, and customer. Another cause would be lack
of management. If an employee does not have clear guided direction to what they are doing or
where they are going in the company, then there is nothing for them to do. One of the biggest
cause of employee turnover I believe is lack or inadequate training. I believe that regular training
for their role is necessary to keep them updated on the latest things as well as help employees
that are currently struggling.
1. Overview of Alternatives
1.1.
Solution 1: Middle management Empowerment
Even though a company cannot stop turnover rate completely, it is imperative that companies
focus on ways to shrink the percentage. If companies would focus on solutions such as people
skills and communication that might help. Also, the managers and middle management needed to
be granted more control on defining the rewards and recognition for the employees. On doing a
good job, a pat on the back for the employee can boost their morale. Rewarding the employee for
their good work needs to be in the hands of the managers and it could be a done anytime.
Communication is the key aspect of people management. The managers need to be trained to
communicate with the employees and be transparent with them to the extent possible.
Communicate possible growth opportunities to the employees. Listen to employee concerns and
if possible the manager needs to take steps to resolve the issue. Else, raise the issue with the
concerned department. Also, managers need to manage the expectation of the employees.
Managers need to be trained to engage employees beyond their day to day job. Managers need to 5 understand each employee concerns. Manager needs to try address their concerns and set up
sessions to address their issues.
1.2.
Solution 2: Training Portal
Employee training, effective awareness and collaboration are the main things that are needed
to reduce turnover. There are many things to help in this. One way to assist in this is online
training. This gives the employee an opportunity to learn more and earn certificates that can be
used in determining promotions. Another good resource would be an employee orientation. This
will allow the employee to see firsthand what they would be expected to do daily as well as give
them some training before they start. Another good idea would be to have a person or persons
that manage complaints. A place where an employee can voice his or her complaints without fear
of negative impact on them. High employee turnover has a negative impact on the company
profits. And since employee turnover can only be reduced, not stopped, online solutions can be
implemented to help reduce the hiring costs. Online Tests/ Case studies can be a way to shortlist
candidates and identify the cream. Sometimes paying higher for the ideal and skilled candidate is
a good option than hiring and training the candidate. I recommend that the company should take
its first steps towards controlling the employee turnover rate and improving the employing
satisfaction and employee morale by training the managers and the middle management to better
handle the resources, providing more control to define the recognitions and alter the
compensation of employees. The next steps should be to implement a complaint department for
employees to raise concerns.
2. Criteria
The key criteria that help define which of the two alternatives a better solution is:
a. Showcase Career Opportunities: An alternative that provides employees a better visual of
the career growth opportunities within the organization.
b. Facilitate Employee Training: An alternative that facilitates training at a lower cost to the
organization.
c. Assist Rewards & Recognition: A solution that helps identify and reward employees
d. Complaint management: A solution that provides a better platform for the employee
issues to be resolved.
e. Employee satisfaction surveys: Conducting organization wide employee surveys to
understand if the employees of the company are satisfied with their job roles. If not,
identify the probable reasons for dissatisfaction
f. Individual Employee interviews: Take individual interviews of a few select employees
and ask questions directed towards defining the problems faced by them in the
organization. Overview of Alternatives 6 The following are alternatives that can be considered to meet the criteria outlined in this
paper:
Showcase Career Opportunities: Once a quarter have a newsletter that goes out to all
employees that has any job advancement opportunities along with ways to apply for
the position
Facilitate Employee Training: Evaluate each employee and based on the evaluation
have mandatory employee training session
Assist Rewards & Recognition: Employee of the month awards with incentives like
prime parking and cash reward.
Complaint management: Having a person that is in charge of handling concerns and
grievances that employees have
Employee satisfaction surveys: Conducting organization wide employee surveys to
understand if the employees of the company are satisfied with their job roles. If not,
identify the probable reasons for dissatisfaction
Individual Employee interviews: Take individual interviews of a few select
employees and ask questions directed towards defining the problems faced by them in
the organization. Table 3.1: Key Criteria to measure the alternatives Recommendation
I recommend that the company should take its first steps towards controlling the employee
turnover rate and improving the employing satisfaction and employee morale by training the
managers and the middle management to better handle the resources, providing more control 7 to define the recognitions and alter the compensation of employees. The next steps should be
to implement a collaboration platform for employees to raise concerns.
To summarize, empowering the middle management by training them to better handle their
employees and ensuring that their concerns are addressed which would involve a process change
within the organization is a good solution to implement. This is because of the cost benefit that it
provides and brings the employee closer to the manager which bring an emotional quotient
which is lacking in an IT system implementation References 8 American Progress (2014) Cost of replacement of employees [online] available from:
https://www.americanprogress.org/issues/labor/report/2012/11/16/44464/there-aresignificant-business-costs-to-replacing-employees
Mather Life (2013) ELearning can reduce expense and improve staff performance
[online] available from http://www.matherlifewaysinstituteonaging.com/wpcontent/uploads/2012/03/How-eLearning-Can-Reduce-Expenses-and-Improve-StaffPerformance.pdf
NCBI (2012) [online] available from http://www.ncbi.nlm.nih.gov/ p.m./articles/
PMC1444839/

 

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