Initiative to Engage Employees and Reduce Voluntary Turnover - Assignment Example

Topic: Initiative to engage employees and reduce voluntary turnover Initiative to engage employees and reduce voluntary turnover Motivated and productive employees are integral to today’s workforce, but an issue that continues to pose challenges to CEOs, managers and Human Resource Departments is the difficulty that is involved in retaining employees. Most productive employees are aware of their worth and some are even willing to assert this in order to get ahead resulting in high turnover that may lead to a variety of disasters for management. It is therefore imperative to reduce turnover regardless of the efforts that might be needed. Even though reducing turn over may be a difficult endeavor, there are a number of initiatives that can be used to retain employees within an organization. CEO initiative As the CEO, ensuring that the employees need for trust is satisfied, can be achieved through enquiring about the needs of the employees. Failing to be aware of the needs of the employees of the company is not a good thing even though it typically happens. This form of mindset should be shifted immediately in order to ensure that the employee issues are understood (Pahl & Richter, 2009). As the CEO, I would come up with mechanism that will provide information of the aspects that are crucial to the employees and since they may not be willing to provide this information directly to the CEOs office, the avenues for this communication should encourage them to provide information. Additionally, I would make myself available, as a real human being, associate with the employees and show them that I care in order to make communication smoother with the aim of nurturing trust. In order to satisfy the need of the employees to have hope, as the CEO, I must maintain a positive work setting that will ensure the work environment is conducive and positive for the employees. This is because the work environment is critical to the motivation and happiness of the employees. I would foster hope in the employees by ensuring that they are happy through giving them freedom and eliminating negativity. Therefore, I would ensure that people with bad attitudes are pulled aside and advised on the values they can change in order to increase positivity in the workplace. So that the employees can feel worthy and respected, I will have to come up with appropriate and suitable benefits packages and ensure that amenities are amply provided for the employees as employees who are aware of their worth will not be willing to settle for anything less. There are numerous different methods of developing benefits packages for employees including paid leave and health insurance among other things. Nonetheless, it will be important to ensure that these initiatives are attractive so that they can be more appealing to the employees and make the feel more respected and worthy. The employees should also be made to have a sense of competence as they master various aspects of their positions through emphasizing on the organizations core business values. The main values of the business can be critical to reducing turnover of employees and ensuring that they remain within the organization. Employees usually want to be aware that they are doing good work and get a sense of alignment with company objectives. The success of the company is dependent on passionate employees and in order to achieve this, I have to emphasis the main value of the organization on a regular basis so that the employees can remain motivated to achieve it. Vice President Human Resource initiative In order to foster trust in the employees as the vice president of Human Resource, I will have to ensure that I demystify any myths, generalities and stigmas within the workplace. It will be important to understand that particular people work hard and are eager to learn more, making them the future of the business since ignoring this will result in problems for the company (Searle & Skinner, 2011). Allowing myths about the work ethic of the company to be propagated will negatively affect the creation of strong professional connections and trust as alienation will arise. Giving the employees some degree of recognition will go a long way in satisfying their need to have hope. As the vice president Human Resource, I have to be aware that I should provide encouragement to the employees. Even if the position of vice president Human Resource comes with a lot of responsibilities, it will be important to create some spare time to encourage and congratulate the employees who are successful in their duties. On the other hand, encouraging collaboration will be important as far as increasing the sense of worth and respect in the employees is concerned. Collaboration is the key secret that I will use as the vice president Human Resource to enhance the engagement of the employees along with their communication and productivity (Branham, 2012). If I am able to create a situation where the employees will work with each other, then they will be in a position to come up with new solutions and ideas which will increase their worth and respect among fellow employees and the company in general. In order to allow employees to feel competent in the process of attaining mastery, I will have to pace full responsibility in the hands of the workers. Even though its typical for managers and other senior employees to want to retain a huge element of control in the workplace, it will be important to remember that the employees want to be challenged by the difficult aspects of work and I will therefore give them the chance to come up with their own solutions in order to give them a sense of competence. Department Manager Initiative As the department manager, being honest and upfront with the employees at all times will be critical to satisfying the need of the employees for trust. Lies create a breach of trust between the management and the employees and it remains important to share any potential problems with the employees in order to make sure that they have trust in the management that they work for. When employees are in a situation where their management is not honest with them, they are more likely to leave as they are not sure of the actual direction the company is taking. In order to ensure that the employees of the company have some sense of hope, I should strive to provide feedback on a consistent and regular basis. In majority of the cases, lack of feedback may lead to disengagement on the part of the employees that eventually leads to turnover. Failing to provide feedback that is honest and accurate may result in the employees feeling a pull to leave and thus as the department manager, I will strive to keep the staff satisfied and foster hope through giving them consistent feedback. I will sit people down and give them formal reviews once in a while and at the same time mention aspects in a manner that will demonstrate that I am on the same level as the employees. I will also strive to be a bit more flexible in order to ensure that the employees feel worthy and respected as the employees appreciate the flexibility of managers. The current professional world is busier and more challenging to deal with than it was in the past and this has resulted in changes in the manner in which management plans work schedules (Hall & Holloway, 2011). Allowing some form of flexibility in the weekly work plan at the request of an employee will go a long way in making sure that the employee feels worthy and respected. Additionally, I will listen to the ideas that have been developed by the employees and encourage them to share new approaches of resolving various issues at the workplace. As the department manager, I will provide challenges as well as opportunities with the aim of ensuring that the employees develop a sense of competence in the process of attaining mastery within the workplace. It is important to note that in the current workplace, majority of the workers are individuals who are well educated and they hope to get challenging and exciting opportunities at their places of work. Therefore, in order to retain these kinds of employees, I will ensure that I develop a basis for growth that will be exciting to all the employees within the department. References Branham, L. (2012). The 7 hidden reasons employees leave. New York: AMACOM, American Management Association. Hall, V., & Holloway, M. (2011). The truth about trust in business. Austin, TX: Emerald Book Co. Pahl, N., & Richter, A. (2009). How To Gain Trust From Employees. München: GRIN Verlag GmbH. Searle, R., & Skinner, D. (2011). Trust and human resource management. Cheltenham [England]: Edward Elgar Pub. Read More