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¶ … Employees Leave
Another reason why an employee will leave their firm is based upon the possibility of career advancement. This is because everyone wants to know that they have a future with their employer and are looking to build something over the long-term. Those facilities that are discussing these issues with staff members have higher retention rates and they can find individuals who are motivated to do more. (Shelly, 2011) According to Chon (2009), these employers have lower amounts of turnover and higher levels of morale. This is one of the keys for enabling a firm to increase productivity and offer customers with superior products / services. (Chon, 2009)
Moreover, Walker (2010) determined that employees want to be recognized for their efforts. This means treating them with respect and helping the person to feel that their ideas are valued. These views work in conjunction with career advancement by showing how everyone wants to remain at firms that offer them something more. The possibility of having a future with a particular...
(Walker, 2010)
This is because they want something that will reward them for their efforts and recognize their contributions. Promotions are one of the critical areas in which they will use to decide if they are respected. Those individuals who see that they have these opportunities will feel like an invaluable part of the team. This is the point that they are willing to do more to help the firm (which is leading to an increase in morale and enthusiasm). (Walker, 2010)
A third reason why employees will leave a particular hotel is the work schedule. The flexibility will have an impact in determining the levels of job satisfaction for employees. The reason why is because everyone wants to maintain some kind of balance between their family and work lives. Those firms that offer more flexibility will have happier employees. This is from the increased amounts of freedom they are given in planning different events. (Friedman, 2008)
According to Tom…
References
Improve Your Employees. (2004). Entrepreneur. Retrieved from: http://www.entrepreneur.com/article/70060
Chon, K. (2009). Welcome to Hospitality. Clifton Park, NY: Delmar Learning.
Friedman, D. (2008). Workplace Flexibility. Families and Work. Retrieved from: http://familiesandwork.org/3w/tips/downloads/companies.pdf
Shelly, J. (2011). Skilled Conversations. HRE Online. Retrieved from: http://www.hreonline.com/HRE/view/story.jhtml?id=533329678
Employee Turnover and Its Impact on Performance Employees are regarded a critical resource for any organization. For this reason, the relevance of effective employee turnover management cannot be overstated. In this text, I concern myself with employee turnover. In so doing, I will amongst other things discuss the effects of a high employee turnover, i.e. how a high employee turnover affects employee performance particularly at the National Archives and Records Administration
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