Chapter 14
Read Retention: Deciding to Act and answer questions 1 through 4. Thank you.
Do we think turnover is a problem?
Yes, a 65% turnover rate among the attendants is a very serious problem especially given WWW's plans for future expansion. Managers are also complaining about the attendant turnover rate as well.
2. How might we attack the problem?
First, WWW needs to lower the desirability of leaving by increasing job satisfaction. Areas to focus on include dissatisfaction with pay, job training, opportunities for advancement, coaching and feedback, and abuse from customers. it can also try to lower the ease of moving using training and coaching to help employees to develop organization-specific KSAOs that will not transfer well to other employers. The organization can also link benefits such as participation in retirement and profit-sharing plans to the length of time an employee has been with the company.
3. What do we need to decide?
In this phase, WWW needs to formulate some short-term and long-term goals for employee turnover separately for attendants and customer service specialists. It also needs to take the ideas formulated in the last step into an integrated action plan. Related to this, the roles of managers and of HR in supporting the implementation of the retention strategies must be clarified for all
4. How should we evaluate the initiatives?
In this phase, WWW management needs to formulate a set of critical measures of success that can be tracked and managed on an ongoing basis in order to assess the effectiveness of the retention program relative to the goals set earlier in the process.
Chapter 14 Read Retention: Deciding to Act and answer questions 1 through 4. Thank you. Retention: Deciding to Act Wa...
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