The Pros And Cons Of Job Dissatisfaction

High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

Organizations that have workplace issues such as not enough training can cause a higher quitting rate. According to Bhalla (2014), employees that are afforded training that enhance skills have lower turnover rates. Unfortunately, employees that have been trained in multiple skills have a higher turnover rate. The employee believes that they will be more marketable for other job opportunities. When there is a high turnover rate the organization must spend more money on recruiting, hiring and training. Turnover can cause a decrease in motivation with other employees due to vacancies or training the new employee. Longer hours or an increase in workload according to Parker, Jimmieson, and Amiot (2013), brings stress and frustration to the

There are two types of turnover, voluntary turnover happens when the employee makes the decision to leave and involuntary turnover is when employees has no choice in their termination (Schmitz, 2012). Every month or sooner managers experience some of their exceedingly qualified employees leave the company. After realizing that their company is becoming less profitable is when they begin to wonder why and brainstorm on ways to retain them. In Information Technology, “the cost of recruiting new staff is high and the loss of continuity when staff leave can also be very expensive” (Bott, 2005, p. 111). In IT, human resources strive to maintain their highly skilled employees while employees’

The end result of a lack of employee motivation in their jobs is turnover. When one is not happy with their career or job choice and it becomes clear that an employer is only looking out for the profit line of the corporation, employees will actively seek out new employment opportunities. The cost of turnover to an organization is tens of thousands of dollars now vying to be spent on interviewing, selecting, and training a replacement.

In construction industry employee turnover is always expensive. Not only, employee turnover is expensive in terms of money, but also it is expensive in terms of time due to the exit of a talent, it costs a project time delay, lost of knowledge, and over work to other employees. Mismanagement of human resource can convert a turnover to the disproportionate level. US Bureau of Labor Statics states that, “turnover can cost an organisation about 33% of an employee’s total compensation, including wages and benefits”. When a employee quits it affects other employees adversely and lower down their morale and low morale not only impacts the organisation financially but also it impacts the effectiveness and the efficiency of

Employee turnover is the difference in the rate of employees leaving a company and new employees filling up their positions. Nowadays, it is becoming a major problem among most of the companies, especially in low paying jobs or jobs where workers are not proactive about their job. There are many aspects that play a significant role in the employee turnover rate of a particular company. Such aspects can stem from both the company as well as the employees. The employers generally give more importance to the employee turnover rate, as it is a very expensive aspect of the business.

Employee turnover is sometimes the most expensive part of a business. It is the process of an employee leaving and then having to fill that spot on the workforce. The problem with turnover is that with each new person a corporation or small business hires, that small business or corporation is spending sometimes thousands of dollars, not to mention countless hours, be able to hire, train and get the employee used to working within the ranks of your business. This is time and money no small business or other company has to waste, but unfortunately some turnover rates are as high as 95 percent, meaning that only 5 percent of employees have been within the company for a long period.

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

Turnover results in more turnovers - When an employee leaves, the mood in the office changes. This effect is felt throughout the organization. The other employees are required to make up for the loss. This might lead to more employees leaving the organization.

Successful employee retention does not rely on a one single strategy. The decision of employee to stay in the organization is effected by a number of factors depending on variety of elements like individual age, family situation and external job market or job title (Sinnott, Madison, & Pataki, 2002). There are so many reasons that an employee resigns from his job. These are ineffective communication, lack of training and development, job insecurity, lack of recognition, insufficient tools to do the job and poor

I once worked in the HR department of an organisation in Saudi Arabia and was responsible for recruitment and training of the company’s personnel. Although we used to attract top talent, the company experienced a high rate of turnover among the recruited personnel. The company never seemed to maintain the top talent, the loss of personnel affected the image of the company, and it accrued losses related recruitment and training processes. In most cases, challenges related to high employee turnover are a result of different factors with the main contributing factor being low satisfaction among employees, which could be attributed to different elements. Low satisfaction could be predicated by poor interpersonal communication problem among employees, which lowers their levels of satisfaction.

Many factors play a role in employee turnover-wages; benefits, attendance and job performance all play a significant role in employee satisfaction and productivity. Some organizations may attempt to save costs by decreasing these benefits as a cost savings measure, but if employee retention is affected a cost savings is not realized.

This happens because employees are human beings and tend to be overwhelmed with work when they are stretched beyond their limits. When employees are over-worked they develop a fear of getting health problems such as fatigue and they will eventually look for alternatives. The issues of making employees to work past the official working hours without pay and working on weekends can cause high turnover (Krell, 2012). Organizations that have ancient policies and procedures that do not give employees a chance to express their grievances also call for high turn-over. For instance, some organizations are ran by managers who never include employees in their decision making processes. When decisions are made about performance of employees without their participation, they can be rebellious and this can cause turnover. Forceful transfer from one department to another can drive employees into turnover because they feel threatened by the management (Rankin, 2006).