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The current economic situation is forcing organisations to keep their best, talented employees, because employees are a critical and the most valuable asset. There are several trends occurring within the employment scene that suggest organisations need to pay better attention to turnover and retention issues. It is important to note that employee turnover significantly affect overall financial performance. Employee turnover is the level of movement of employees inside and outside the organisation. Turnover has both positive and negative aspects, however, it is in the interest of organisations to eliminate its negative impacts and an excessive (negative) level of turnover that threatens knowledge continuity in organisations and is an undue burden for a organisation's budget and human resources, i.e. time dedicated to employee prospecting, advertisements, interviews, initial training, supervision, motivation, evaluation, familiarization with the new job, mentoring, coaching, substitution while the position is vacant. The aim of the article is therefore to describe, following the identification of reasons for employees' decisions to leave their job, individual problematic elements within the frame of personnel activities of the organisation and to use recommended monitoring software to detect and eliminate these negative phenomena.

Employee turnover can significantly affect the financial performance of organisation. A general approach to calculate employee turnover cost is to use 50% to 200% of an employee's annual salary. Reducing employee turnover depends on the total work environment for employees. The organisations that achieve the most dramatic reductions in turnoverand maintain those lower levels are usually the ones where the top executive or owner makes it a priority. But managers are not ready to change their convention in relation with disaffection or turnover of their subordinate staff. Majority of managers indicate remuneration as the main reason of employee turnover. Employees indicate contrary. 80 to 90% of employees leave their job position by different reasons, other than remuneration. Employee retention is a challenge since, particularly millennial employees, change jobs frequently. But experts have pointed out, that employees are missing future certainty. It leads to first impulse to think about leaving job position to remove this dissonance. Negative impacts on certainty have missing strategy, lack of communication and information about organisation future growth, unforeseen effects predominate in the organisation, lack of quality, ethics, resources, promotion and development. Employee-friendly organisations that value, empower, recognize, enable, provide feedback and fairly pay to their employees will not have a recruiting or an employee turnover problem, because interpersonal relationship and sense of belonging is one of the main human needs. Employees live most of the week in the organisation environment and good relationship with their co-workers and management of the firm is crucial for job satisfaction. Ability of organisation to handle with employees equal to managers and possibility to have time for personal life (part-time employment etc.) fosters employee loyalty. Employees need is also to be recognized in their job positions. Role and position in organisation have significant impact also to personal life of employee.

In conclusion, most important retention recommendations are following:

  • Good coaching and interaction between employee and supervisor (communication)
  • Opportunity to learn new skills, recognition for a well done job (recognition)
  • Good compensation and benefits package (remuneration)
  • Challenging, rewarding, interesting work (corporate culture)
  • Friendly co-workers (relationships)
  • Talent and vision of organisation management team, strategic mission of the organisation (future certainty)
  • Respectful treatment (expectations)

For employers it is very important to monitor employees' computers to find out the early signs of employee dissatisfaction and reduce bad influences on the organisation. Experts describe the causes of turnover as disharmony with internal motivation. If a need at a higher level of Maslow's pyramid of needs is not satisfied, an individual aims at satisfying a need at a lower hierarchical level. The most common case is that an employee's unfulfilled expectation in the area of self-development translates into the development of relationship needs. Should these be unsatisfactory as well, an employee leaves his/her job, unless conditions can be changed. Therefore, it is crucial to detect potential employee dissatisfaction at earliest time with employee monitoring software. Our windows spy software Power Spy can monitor and record the keystrokes, chats, emails and screenshots on your employees' computers. The computer program makes it easier to know your knowledgeable employees' internal needs, and help you choose the correct retention methods once employee turnover happens.


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