Leadership Morale and Employee Turnover

Leader motivates and increases the team members’ morale.

Most employees are not motivated to come to office as they find their job role difficult or “uninteresting”. They are not motivated to come to work to avoid doing the unpleasant activity. If employees do not enjoy their work, it is because they either:

What you’ll learn

  • Explain Why Employees Leave an Organization.
  • Explain Employee Attrition, Turnover, & Retention.
  • Describe Factors Affecting Attrition & Employee Turnover.
  • Explain Need for Employee Turnover Management.

Course Content

  • Course Content –> 16 lectures • 1hr 7min.

Leadership Morale and Employee Turnover

Requirements

  • No prior knowledge is required.

Most employees are not motivated to come to office as they find their job role difficult or “uninteresting”. They are not motivated to come to work to avoid doing the unpleasant activity. If employees do not enjoy their work, it is because they either:

•Have not figured out what they want out of their job role.

•Do not value what their activity will produce.

•Are focused on short-term thinking instead of long-term thinking.

Employee retention highly depends on attrition which affects turnover rates. Attrition is the process when employees no longer want to continue working for an boss or an organization and want to leave the organization.

Employee wants to break the relationship bond by informing the boss that he will be no longer be working at the organization anymore. This process is called attrition where the employee resigns and starts working out his notice period. During attrition, organizations should use serious employee retaining strategies to prevent the employee from leaving especially highly talented employees.

It is often seen that if these corrective measures are implemented successfully to save attrition then retention level increases to a higher level as compared to normal retention process. Attrition causes a real damage to the organizations because they do not even know when the employee started feeling this way and then leaves.

Sometimes, an organization may not find any time to implement the corrective measures to try retaining that particular employee or may not be able to retain the employee in spite of trying their best to solve the employee’s concerns.

Workload Demands:

•Assigning more tasks, responsibilities and work to employees are the primary source for attrition and turnover.

•Underperformance of an employee due to time constraints and cognitive constraints such as speed of decisions taken are root causes of attrition and turnover.

•Workload demands may also be physically overwhelming if the worker is poorly matched to the physical requirements of the job.

Control

•Manager controlling the job of employees can also be a source of dissatisfaction and hence attrition and employee turnover.

•Being responsible for a work without anyone’s supervision is also a reason for avoiding coming to work and then leaving the company.

•Managers that exercise extreme control as well as those with no control may lead to low employee morale and lead to attrition and employee turnover.

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