I need a discussion reposnes to my professors quetsion on my discussion My post

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I need a discussion reposnes to my professors quetsion on my discussion

My post

Here are some typical techniques to retain the good employees.

The first technique is the recognition. The companies recognize the employees who go beyond the expectation from them and honor them in the public. The employers go beyond from Employer of the Month’ types of program and create a recognition program which recognizes all the employees who have exceeded their expectation. In quarterly they can be awarded for same in the meetings with awards and certificates. This motivates the employees and they do not leave the organization.

The second technique is that the firms given the employees option to give feedback on their development. The firms adopt the two-way communication. They say to the employees but listen to the employees as well. The companies respect their thoughts, ideas and suggestion. It makes them feel valued and active part of the organization. It helps them in emotionally attached with the companies.

Money is the best motivator. But giving poor salary is the most reason why employees leave. The company should offer the good employees a handsome salary which is industry standard. The insurance, retirements saving plans are best for the employees but to retain them the companies should offer them other perks such as flexi time schedule or telecommunication options are other perks which a firm can offer to retain the employees. It will show that the company is thinking for them.

Giving the recognition is the best method of employee recognition. If you are giving an employee double or triple than the original salary even then he or she will not be satisfied because of the human nature. Recognition is something which every human need. The time comes when the person does not want money but social prestige, praise and respect. Hence it should be the best retention technique.

WC: 300

References:

Heneman, H., Judge, T., & Kammeyer-Mueller, J. (2014). Staffing Organizations (8th ed). New York, NY: McGraw Hill.

My professors question

Salary is the main reason employees leave, you write. Is it true for all employees across age and industries? (such as teachers, government employees, and employees who work in nonprofit organizations that don't pay a whole lot?)

Explanation / Answer

There are many reasons due to which employees leave the organization. Salary is one of the reasons. Employees leave the organization for reasons such as no recognition, proper work environment is not provided, their abilities are not used to its optimum, if any problem occurs with boss or co-workers, if they persist work-life imbalance, if there is no job satisfaction , if the employee does not see any bright future with the organization, and many more.

But for some employees, salary might not be the reason for leaving the organization. For people such as teachers who are elderly (old aged), their main motive is to provide education and salary after some age does not play a vital role in their profession. Even in government sector, people are provided with the job security for life time and thus salary becomes a secondary factor for leaving a company. For employees who work in non-profit organizations, their main motive is to serve the society and thus many factors of leaving the organization does not affect.

For those people, whose reason for leaving an organization is not salary can be retained in other ways. Such employees must be motivated, they must be considered as a part of the organization and their opinions must be valued, top management must always be available to its employees, employees skills and talents must be tapped in the provide them opportunities to utilize it at its best, an atmosphere of fairness and equality must be there in the organization, they must be rewarded, appreciated and recognized for their work and efforts.

So, many reasons cause an employee to leave an organization, but there are always ways to retain them.

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