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Impact of Employee Turnover on Organizations

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  What is Employee Turnover? Employee turnover, or employee turnover rate, is the measurement of the number of employees who leave an organization during a specified time period, typically one year. There are two types of Employee Turnover: Voluntary Turnover and Involuntary Turnover  Voluntary Turnover - This occurs when an employee chooses to leave himself.  This can happen as a result of better job opportunities elsewhere, conflict within the workplace, disengagement etc. Involuntary Turnover - This occurs when the  employer chooses to terminate an employee or remove them permanently from the group in question, possibly because of poor performance, toxic behavior, or other reasons. Reasons for Employee Turnover There are many reasons why employees leave a department or an organization, and while some reasons for turnover are negative, some turnover is expected and perfectly normal. Some of the most common reasons for turnover include the following: - Lack of opportunity for growth o
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HR Recruitment Issues

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  Recruitment and selection can turn into a very complex task if not carried out correctly. Choosing the right person for the job is important to both the business and the dynamic of the company so it is important to invent a smooth process. Given below are the top eight problems all employers face during recruiting  [ C Maraist,  MN Bing  - Journal of Business and Psychology, 2011 - Springer] 1. Failing to look at what you have The most common error man y employers make is failing to advertise the new vacancy in house before placing it online. In some cases the very best employee for the job may already be located in the company. By failing to advertise the job opportunity in house, employers can spend time and money interviewing new candidates when the perfect match is under their nose the whole time. 2. Failing to explain the interview process Depending on the job role, there may be a number of additional stages to the interview, including exams, video interviewing etc. Therefore it
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The Importance of Exit Interviews

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  The main goal of any organization is to retain valued employees. Research has confirmed that high turnover predicts low performance. If an organization has low staff turnover, it will be at a competitive advantage by retaining its top performers ( Spain and Groysberg, 2016). If employees are leaving an organization at an increasing rate, identifying the reasons is extremely important. The most useful tool an organization can use are Exit Interviews. In today’s economy, skilled employees are an asset that drives organizational success. Therefore companies should monitor as to why they stay, why they leave and how the organization needs to change. An effective exit interview process will enable the organization to gain feedback on all the above aspects. ( www.hbr.org)  Having a clear set of standards in place when conducting exit interviews can also play an essential role in risk management [ Van Wert, I. Gregg (2004)  ] . When employee issues are addressed justly and effectively withi
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Reasons to Request a Job Transfer

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When seeking a job transfer, it can help to approach your employer with strong reasons for your request. While you may already know how your job transfer request will benefit you, it is important to be able to express why your transfer is the right decision for the company as well.  Reasons for requesting a job transfer Assessing your reason for the transfer can help you make a convincing case that the request will benefit all stakeholders. Below are some of the most common reasons for transferring jobs within a company, as well as ways to explain your reasoning to your employer [Antony G.Munton &Nick Forster 27sep 2007] 1. Life change If you have recently undergone a significant life change, you may consider requesting a job transfer to stay with your company. For example, maybe you have found an educational opportunity that will allow you to develop the skills necessary to seek higher positions in your business, but you must move to take this opportunity. Whatever the cause, a li
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Managing Work Place Stress

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What Causes Stress in the Workplace? “Stress is a  reaction  to a situation – it isn't about the actual situation. We usually feel stressed when we think that the demands of the situation are greater than our resources to deal with that situation” (Canadian Mental Health Association, 2018) Workplace stress is the harmful physical and emotional responses that can happen when there is a conflict between job demands on the employee and the amount of control an employee has over meeting these demands. In general, the combination of high demands in a job and a low amount of control over the situation can lead to stress . Stress points certainly vary among industries and different roles, but many overlap. These can include: 1) Downsizing A bad economy or a company experiencing a budget crunch leads to downsizing. Every worker, whether hourly or salaried, experience stress from the fear of losing their job, particularly if they see others around them getting the pink slip. 2) Increa
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Performance Evaluation

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  Importance of Performance Evaluation Performance evaluations  benefit both employee and employer . It is a time to provide feedback, recognize quality performance and set expectations for future job performance. It is also a time to have candid conversations about performance that is lacking and how performance can be improved. Important steps to follow in Performance Evaluation: 1. Set Performance Standards It’s important that you set clear performance standards that outline what an employee in a specific role is expected to accomplish and how the work should be done [sean peek 2018]. The same standards must apply to every employee who holds the same position. All performance standards should be achievable and they should relate directly to the person’s job description. 2. Set Specific Goals You should also set goals that are specific to each employee, unlike performance standards, which can apply to multiple workers. Goals are particular to the strengths and weaknesses of the indiv
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