The Employee Turnover Tipping Points (Key Factors Driving Employee Turnover)

 

The Common Drivers that Create Employee Turnover 

Employee turnover is a costly and a disruptive challenge for organizations across all industries. However, understanding the reasons for employee turnover is crucial for developing effective employee retention strategies and maintaining a positive work environment. The following are the most common drivers that contribute to employee turnover.


  • Inadequate Compensation and Benefits:
    • Competitive salaries and comprehensive benefits are essential for retaining and attracting top talent. Failure to provide competitive compensation and benefits can lead employees to seek opportunities with better rewards.
  • Limited Career Growth Opportunities:
    • Employees seek continuous professional development and advancement in organizations. However, an organization’s failure to provide opportunities for growth can affect the level of motivation and result in employee turnover.
  • Poor Management and Leadership:
    • Effective leadership is vital for employee satisfaction and engagement. However, a hostile work environment, micromanagement, or a lack of support from the managers may cause employee dissatisfaction, causing a higher employee turnover rate.
  • Challenges in Work-Life Balance:
    • The excessive workload, and inflexible work schedules affect the work-life balance causing employee burnout and employee turnover. It is identified that the right balance of work and personal life is critical for employee well-being and employee productivity.
  • Lack of Recognition and Appreciation:
    • A lack of recognition may lead to job dissatisfaction and increased employee turnover.
  • Hostile Work Culture:
    • It is identified that the work environment defined by conflict, bullying, or lack of respect causes higher employee turnover. Whereas a strong company culture that promotes inclusivity, collaboration, and respect is essential for employee retention and to maintain a healthy organizational workforce.
  • Job Dissatisfaction:
    • Factors such as monotonous tasks, lack of novelty, or mismatched job roles may contribute to job dissatisfaction resulting in a higher employee turnover.

The Key Drivers of Employee Turnover in Telecommunication Industry

The telecommunication industry experiences a higher-than-average employee turnover rate compared to other sectors. Following are several factors identified that contribute to the employee turnover rate in Telecommunication industry.

  • ·               High-Stress Work Environment: 
The telecommunication industry is known for its fast-paced and demanding nature, often causing burnout amongst the employees.
  • ·         Rapid Technological Change: 
The telecommunication sector is defined by its nature of rapid technological advancements. As a result, employees are expected to continually upskill to stay relevant. However, this may overwhelm the employees and cause job dissatisfaction if not managed effectively with the existing workload.
  • ·         Less Competitive Compensation and Benefit Packages: 
According to Department of Census and Statistics Sri Lanka, the service sector compensation is comparatively less in comparison to the other industries in Sri Lanka. This may cause employees in telecommunication organizations to switch careers resulting in employee turnover.
  • ·         Lack of Career Growth Opportunities: 
Employees in the telecommunication industry may perceive limited growth prospects within their organization, prompting them to seek opportunities in other sectors.


References:

  • Hom, P. W., & Griffeth, R. W. (1995). Attrition: Causes and consequences. Sage.
  • Griffith, B. R., & Arthur, W. (2007). The impact of job satisfaction on intent to quit: A meta-analysis comparing employed and unemployed samples. Journal of Applied Psychology, 92(2), 483-492.
  • Odunayo, H. A. (2022). The effect of employee turnover on organizational performance in the telecommunication industry in Nigeria. Management and Human Resource Research Journal, 11(9).
  • Armstrong, M. (2015). Employee engagement and turnover: A case study. Journal of Management Studies, 52(2), pp. 205-238.
  • Farooq, M., & Farooq, O. (2014). Organizational Justice, Employee Turnover, and Trust in the Workplace: A Study in South Asian Telecommunication Companies.      

Comments

  1. Mirzab Sheriffdeen 8 August 2024 at 18:54

    Your comment highlights the importance of creating a positive and open culture in organizations, especially in the telecommunications industry considering the challenges it faces. As I have discussed in my blog, it is significant to continuously train employees to be effective leaders as it plays a pivotal role in employee satisfaction and lower employee turnover. As discussed in the blog, we can also agree that is it essential for organizations to prioritize and support employee well-being to prevent burnout and employee turnover.
    As you are a telecommunication engineer, I'm interested to know if you have first-hand experience into how telecommunication organizations can effectively measure and improve employee engagement to address such issues.

    ReplyDelete

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