This response review staff turnover and staff retention and primarily focus on ICT Organisations, the reasons for employees staying or leaving their employers. The report analyses problems organizations experience to replace qualified employees and the amount of time and financial impact the Organisations experiences.
The conclusion is based around recommendations that can make an Organisation sustainable and create a great place to work and reduce staff turnover.
Sustainability in the workforce and how do we stop the employees from leaving (staff turnover and staff retention). . The Five capital model looks at different kinds of capital from which we derive the goods and services we need to improve the quality of our lives and they are Natural capital, Human capital, social capital, manufactured capital and financial capital as described by (Weybrecht, 2010)p16. I will be concentrating. I will be concentrating more on Human capital – People’s health, knowledge, skills and motivation
Possible suggestions that can help the Organisation to retain staff make it more sustainable.
- Team leaders and managers must value their staff – when a task is satisfactorily completed, employees need to know it and be complimented on achievements and success.
- Celebrate success more often – don’t wait for the end of the year function
- Look for the positives and acknowledge it, recognition is an excellent motivator.
- Team leaders and Senior management need to be the role model, walk the walk and talk the talk, enthusiastic managers will have enthusiastic staff
- Apply your employees talents correctly, listen to their needs and be there to assist them.
- Good communication, keep staff informed about any development in the Organisation
- Regular one on one meetings
- Staff development and training
- Performance reviews – keep it to the point and make sure to have an outcome, performance review need to count for something.
- Organisations need to encourage open dialogue and ideas, create a participative process in decision making
- Trust your employees to do their jobs well and managers can coach employees effectively where they need coaching.
- Organisations need to make promotions on merit.
- Employers must shorten the delay between performance reviews and rewards or increases.
- Create a work culture that employees want to work for you, the culture must be attractive to future and current employees
Although it is impossible to hold valuable employees for many years, Organisations can create reasons for employees to stay, thereby reducing the constant search for new talent.
- Move away from blaming and complaining – do something
- Move away from vague, dull terminology – make it clear and inspiring
- Move away from making people feeling guilty – inspire them to get involved
- Move away from wishes and hopes – make strong commitments to action
- Move away from ignoring – get informed
- Move away from seeing all the why not’s – see all the reasons why to
- Move away from seeing it as a problem, risk or cost – see the opportunity
- Move away from it being someone’s responsibility – take responsibility
- Move away from the individual – use the team and the organisation
- Move away from being told what to do – together determine what needs to be done
- Move away from one-time events – be continuous
- Move away from boring – be fun.
If an Organisation change the way they approach sustainability it may be as simple as changing the way they talk and the language they use, changing the way we talk about sustainability can raise awareness and get people excited and make them that they want to stay with the organisation
Staff retention is everything and can make a business self-sustainable and financially make a huge saving on replacing staff. Staff with knowledge and background to the companies Information system is an asset and to replace a staff member can be very costly.