Business
TASK 4
Explain how you would present the research outcomes:
* Use an agreed format and appropriate media to present the outcomes of the research to an audience:
Manager Part in Retention:
When asked about why staffs leave, low pay comes out to be a common excuse. Though, research has shown that people join businesses, but leave because of what they managers’ do or don’t do. It is seen that superiors who have high opinion and rate workers’ capability, pay care to their ambitions, assure stimulating work, value the excellence of work life and providing chances for learning have faithful and engaged staffs. Consequently, managers and supervisors play an active and vital part in worker retention.
Creating a Motivating Environment:
Supervisors who create motivating surroundings are possible to keep their team members together for a lengthier period of time. Retaining does not automatically have to derive through fun events such as, celebrations, parties, team excursions etc.
Extra Responsibility: Giving extra duty to staffs is an extra way to get them involved with the company. Though, just giving the extra duty does not help.
How to Improve Worker Retention:
Individuals want to enjoy their work so creating work fun and enjoyable. Comprehend that staffs need to balance life and work so offer flexible starting times and core hours.
Rewards and Recognition:
Staffs want to be acknowledged for a job well done. Rewards and recognition react to this need by authenticating performance and motivating staff toward continuous development. Rewarding and recognizing individuals for performance not only affects the individual being recognized, but others in the business as well.
Need for Rewards and Recognition
Recognition should be part of the business's culture because it contributes to both employee satisfaction and retention. Businesses can avoid worker turnover by rewarding top performers.
Case Studies:
Worker Retention Best Practices
Explain how you would present the research outcomes:
* Use an agreed format and appropriate media to present the outcomes of the research to an audience:
Manager Part in Retention:
When asked about why staffs leave, low pay comes out to be a common excuse. Though, research has shown that people join businesses, but leave because of what they managers’ do or don’t do. It is seen that superiors who have high opinion and rate workers’ capability, pay care to their ambitions, assure stimulating work, value the excellence of work life and providing chances for learning have faithful and engaged staffs. Consequently, managers and supervisors play an active and vital part in worker retention.
Creating a Motivating Environment:
Supervisors who create motivating surroundings are possible to keep their team members together for a lengthier period of time. Retaining does not automatically have to derive through fun events such as, celebrations, parties, team excursions etc.
Extra Responsibility: Giving extra duty to staffs is an extra way to get them involved with the company. Though, just giving the extra duty does not help.
How to Improve Worker Retention:
Individuals want to enjoy their work so creating work fun and enjoyable. Comprehend that staffs need to balance life and work so offer flexible starting times and core hours.
Rewards and Recognition:
Staffs want to be acknowledged for a job well done. Rewards and recognition react to this need by authenticating performance and motivating staff toward continuous development. Rewarding and recognizing individuals for performance not only affects the individual being recognized, but others in the business as well.
Need for Rewards and Recognition
Recognition should be part of the business's culture because it contributes to both employee satisfaction and retention. Businesses can avoid worker turnover by rewarding top performers.
Case Studies:
Worker Retention Best Practices