Employee Retention Paper
Identifying Importance of Retention
The key strategy is to select from the new hires those with the best qualifications and also highly exemplify what is to be modeled as a representative of the business by whom they are employed. During the hiring process the employee is thoroughly vetted and briefed on what their job specifications will be, benefits and what expectations will be after they are hired. Once hired, the manager should be sure to identify employee goals, needs, and expectations. The continued investment in employees is essential to prevent unnecessary or avoidable turnover of employees.
Success of Bubba Shrimp Company Retaining Employees
The success of Bubba Gump Shrimp Company’s ability to retain employees comes from early …show more content…
Ever potential new hire candidate spends a day shadowing the manager. The mantra for the company is “better hires mean better management trainees”. Furthermore, Steve Moreau, the …show more content…
Five typical reasons for retention issues, according to Michael G. Aamodt are: unavoidable reasons, advancement, unmet needs, escape and unmet expectations. The unavoidable reasons are just that; they are returning to school, death in the family, unexpected illness, taking care of elderly family member or child care. Some of these can be resolved if a business or organization have a successful work/life balance mindset by providing additional support or resources to support employees during these types of personal employee problems or conflicts. Secondly if an employee feels there is no opportunity for advancement they may leave in search of a place where this is available. The unmet needs can usually be identified as “employee’s personality, values, attitudes, philosophy, and skills match those of the organization” (Aamodt, 2015, Pg. 388). This goes along with Maslow’s theory, if the employee does not feel their needs are being met they will look elsewhere. The last two reasons for leaving employment are identified as “escape and unmet expectations”, companies need to be sure that early on the employee is given clear realistic job previews and that expectations are clearly defined. The business or organization’s employees “embeddedness” to their jobs includes the extent to “which the employees fit with the culture of the organization and community” (Pg.
The key strategy is to select from the new hires those with the best qualifications and also highly exemplify what is to be modeled as a representative of the business by whom they are employed. During the hiring process the employee is thoroughly vetted and briefed on what their job specifications will be, benefits and what expectations will be after they are hired. Once hired, the manager should be sure to identify employee goals, needs, and expectations. The continued investment in employees is essential to prevent unnecessary or avoidable turnover of employees.
Success of Bubba Shrimp Company Retaining Employees
The success of Bubba Gump Shrimp Company’s ability to retain employees comes from early …show more content…
Ever potential new hire candidate spends a day shadowing the manager. The mantra for the company is “better hires mean better management trainees”. Furthermore, Steve Moreau, the …show more content…
Five typical reasons for retention issues, according to Michael G. Aamodt are: unavoidable reasons, advancement, unmet needs, escape and unmet expectations. The unavoidable reasons are just that; they are returning to school, death in the family, unexpected illness, taking care of elderly family member or child care. Some of these can be resolved if a business or organization have a successful work/life balance mindset by providing additional support or resources to support employees during these types of personal employee problems or conflicts. Secondly if an employee feels there is no opportunity for advancement they may leave in search of a place where this is available. The unmet needs can usually be identified as “employee’s personality, values, attitudes, philosophy, and skills match those of the organization” (Aamodt, 2015, Pg. 388). This goes along with Maslow’s theory, if the employee does not feel their needs are being met they will look elsewhere. The last two reasons for leaving employment are identified as “escape and unmet expectations”, companies need to be sure that early on the employee is given clear realistic job previews and that expectations are clearly defined. The business or organization’s employees “embeddedness” to their jobs includes the extent to “which the employees fit with the culture of the organization and community” (Pg.