By Jerry H.Hall
Employee retention is largely based on satisfaction. If organizations can determine why employees are not happy, it's likely that organizations can prevent them from leaving the company by changing practices, culture, and sometimes even the management style. The success of the organization is largely dependent on its ability to retain top performers - don't ignore their concerns. That mistake is just too expensive to make.
"You can't expect people to be committed, to be loyal to an organization, to be engaged in an organization, [or] to want to stay in an organization if the company doesn't care about them." - David Sirota (2005)
Organizations ought to analyse and determine the retention factors relevant to each of their respective employee groups. This is important because proper planning, focus and strategy execution can then be carried out accurately to address the problem. Thus, for each employee category, information gathering is essential and among the sources are current and former employees. They should be approached for their perceptions on reasons and benefits to remain or leave the organization.
Employee surveys are common with the intranet and online questionnaires. Nevertheless, the areas of focus should be on commitment and retention factors. It is essential that exit interviews and follow up surveys are being improved to bring more accurate and beneficial information. In addition, by providing high level of attention to the employee retention management, a strong organizational culture can be built and maintained to achieve success.
The need for motivated employees is business survival, according to many studies.
Motivated employees are essential components to adequately changing and adapting to the fast-paced environment of today business world. Satisfied employees are more productive thus helping organizations prosper as a result. To be effective motivators, managers need to understand just what makes their employees tick, and what gets them going within the context of the roles they perform at the company. All the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees is constantly in motion. For example, research suggests that as employees' income increases, money becomes less of a motivator. Also, as employees get older, interesting work becomes more of a motivator.
It has also been noted that there are very few research details that have been done about the local scene on retention management. Thus, it is recommended that researches on the Malaysian employee retention in industries such as public healthcare, private hospitals, manufacturing or plantation would be an interesting topic.
About the Author: Jerry H.Hall has an interest in Career Change Management related subjects. If you are interesting in finding out more information on Career Changes, please visit this successful Career Change site: http://CareerChange.smartreviewguide.com
Source: www.isnare.com
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