Combating employee turnover

Abstract

A study done on employee turnover describes employee turnover as a gradual process. There are several factors that lead to employee turnover such as Job Characteristics, On-boarding, Relationship, Work Environment and Individual Differences. Once a person is exposed to turnover factors, he looks around for other opportunities and waits for changes to happen in the current turnover factors. If alternative opportunities are available and changes in the turnover factors do not occur, then the employee leaves the job.

If an organization sees that employees are unhappy with the work environment and there are some factors that may start the cycle of Employee's Turnover Model, then the organization should try to remove them from the environment. They may develop strategies that will improve the work environment, improve employee's relationship with others in the organization and try to focus on individual characteristics of workers to make them happy. These strategies will ensure that the employee does not leave the organization. Another idea suggested by Allen et al. study is that the organization should conduct employee's surveys at regular intervals and should develop evidence-based strategies based on the problems identified in these surveys to make sure that employee's turnover is reduced and this can be an effective way to combat the problem of high turnover in the large corporations and organizations. (Allen, Bryant & Vardaman 2011)