The Causes of High Employee Turnover

Most organization respective of their lines of function are usually faced with high turnover rates. There is need to point out the employee turnover could be classified as the persistent desire of workers to quit their current organization in search of employment opportunities other agencies. This situation has posed a number challenge to most organizations seeing their most valuable employee leave their company irrespective of the enormous amount of resources they have invested in human capital development. Based on the prominence of this problem, it has constituted worries in most organizations and has a generated a huge considerations for leaders of organizations, (Hom et al 2017). There is need to note that leadership also have some roles to play in ensuring that the rates of turnover in their organizations are kept to the barest minimum; hence the need for leaders to adequately understand the likely causes employee turnover in their organizations and therefore develop and implement strategies to cope and correct any form of anomaly leading to such high turnover rates.
Over the years based on research findings in various fields of study most especial in the field of management, some factors have been attributed to be the likely causes of high employee turnover. These factors are divided into two cadres, i.e., factors responsible for high turnover among senior staff and factors responsible high turnover over among junior staff. For senior staff, the most likely cause of high turnover is attributed to dissatisfaction as result of the non-implementation of their proposed programs and policies. It is always painful for top staff when they realized that most of their suggestions are not considered hence they seek a move away from the organization. Senior staff could also leave their organizations if they realized that there is an improper coordination between members of different departments within the organization, the problem leads to the slow implementation of programs and policy hence they leave in search of better well internally coordinated organizations. However, the factor leading to high turnover rate among junior staffs includes low compensation. This is a primary factor that moves most employees from one organization to another. Other factors such as weak understanding of job requirements, inability to balance work and personal life, rude behaviors and the failure to make the proper decision have been associated with the increased rates of turnovers among junior employees, (Hom et al. 2017).
There are a couple of factors that could be put in place to manage and control unfavorable rates of turnover in an organization and these factors all points to the effective coordination of activities by leadership. First, the companies must find out the primary cause of turnover. The most efficient method of driving at this information is by conducting exit interviews. In the process, the organization will have information about the precise reasons for the departure of such employees, and after that, concrete steps will be carried out to correct such problems. However, there are general steps that have been proven to be successful in controlling turnover rates in organizations. They include efficient compensation system; this ensures that all employees are well paid for their efforts and contributions to the organization. Employee training and development gives employees the required skill set for their duties, provision of moral support for employee’s outside work activities this is done by offering counseling and seminars on how to combine the demands of work and family. Management should ensure that organization’s unit functions are well coordinated and last; management will reduce turnover rates if it pays attention to the suggestions and proposals of employees, (Hom et al. 2017).
There is need to point out that there certain steps that must be put in place for the achievement of the proposed in the intervention. It has been mentioned earlier that there will be more retained employees when the compensation is favorable. Hence there is need to invest more of financial resource to achieve favorable compensation for employees. The adoption of team techniques such as working in groups and on the job training could serve as a medium of correcting the high rates of turnover caused by worker inability to efficiently carry out their assignments. There is need to mention that there are particular factors that could serve as obstacles to the smooth implementation of these interventions. The factors include the unwillingness of management to adopt the proposals and the possibility of limited organizational resource to achieve the implementation of the proposed interventions. There is need also to note that there are certain people that are critical to the successful implementation of the proposed intervention; first among this category is the management and organization leadership. The unwillingness of organization's management to adopt the proposed intervention will stall the process. Last, the cooperation of employees is also required; without their cooperation, it will be impossible to implement the proposed intervention.
In conclusion, prominent among the issues faced by the most organizations in the world today is a high rate of turnover which affects their level of profitability. Hence leadership has the responsibility of understanding the causes of turnovers, propose and implement interventions to correct is situation.

References

Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research.