Describe at least 4 ways organization can work to boost the ...

[newyorker26]

Describe at least 4 ways organization can work to boost the retention of employees.
 
  What will be an ideal response?

Question 2

Apex Carpet has a very high voluntary turnover rate, which executives at the firm want reduced. Which of the following should Apex most likely do first in its attempt to retain top-performing employees?
 
  A) administer attitude surveys to all employees
  B) provide an across-the-board wage increase
  C) evaluate the firm's promotion methods
  D) develop online training courses

[amcvicar]

Answer to Question 1

Answer:
RAISE PAY The most obvious explanation for why employees quit is often also the correct one: low pay. Particularly for high performers and key employees, enhanced pay has recently been the retention tool of choice for many employers.

HIRE SMART Retention starts up front, with the selection and hiring of the right employees. This refers not just to the worker but also to hiring the right supervisors. For example, FedEx conducts periodic employee attitude surveys. The supervisor then meets to review the results with his or her employees to address any leadership problems the surveys raise.

DISCUSS CAREERS One expert says, Professionals who feel their company cares about their development and progress are much more likely to stay. Periodically discuss with employees their career preferences and prospects, and help them lay out career plans.

PROVIDE DIRECTION People can't do their jobs if they don't know what to do or what their goals are. Therefore, retaining employees requires making it clear what your expectations are regarding their performance and what their responsibilities are.

OFFER FLEXIBILITY In one survey, workers identified flexible work arrangements and telecommuting as the two top benefits that would encourage them to choose one job over another.

USE HIGH-PERFORMANCE HR PRACTICES In one study, call centers that made more use of high involvement work practices (for instance, employee empowerment, problem-solving groups, and self-directed teams) had lower rates of quitting, dismissals, and total turnover. So did those that invested more in employees (for instance, in terms of promotion opportunities, high relative pay, pensions, and full-time jobs).

COUNTEROFFER? If a valued employee says he or she is leaving, should you make a counteroffer? Many argue against doing so, calling it a Band-Aid for a head wound. Employers who do allow counteroffers need a policy that specifies what people and positions are eligible for counteroffers, allowable compensation enhancements, and how to determine the offer.

Answer to Question 2

Answer: A

[newyorker26]

Thank you

[amcvicar]

Happy to help you