Making an Organization Effective Through Employee Retention and Separation

In any organization, employees play an important role. Achieving high levels of success
is built on an efficient and effective workforce. Employees leaving an organization is
undesirable. Replacing employees who quit requires a firm to incur costs relating to training and
hiring new employees (Stewart & Brown, 2020). While retention of employees is crucial,
organizations must also seek to ensure that they only retain talented and hard-working employees
(Stewart & Brown, 2020). Employees who are not effective in the workplace should not be
retained since this may contribute to the failure of the organization. To this end, employee
separation is important. Employee separation relates to terminating workers who are not
productive. The process has to be fair to ensure that productive workers are retained.
In the real world situation, firms are faced with the critical task of developing policies
that will ensure productive employees are retained. In the wake of the recent COVID-19
pandemic, employee retention has become an important goal for companies (Philie, 2021).
Companies are seeking to attract and retain talented employees as well as cut down on costs.
One of the main ways of ensuring that talented employees are retained is the creation of a
conducive workplace environment. Employees who work hard should have their efforts
recognized by the management (Ramlall, 2004). In addition, organizations should ensure that
employees have the opportunity to grow professionally. Employees who stagnate are likely to
actively look for other opportunities to grow outside the organization (Ma, Mayfield &
Mayfield, 2018). On the other hand, employees who are provided with adequate opportunities to
grow through training and career progression are likely to be satisfied with an organization and
hence are likely to remain committed.

References

Ma, Q. K., Mayfield, M., & Mayfield, J. (2018). Keep them on-board! How organizations can
develop employee embeddedness to increase employee retention. Development and Learning in
Organizations: An International Journal.
Philie, M. (2021, September 15). Finding, hiring, and employee retention post COVID. Printing
Impressions. https://www.piworld.com/post/finding-hiring-employee-retention-post-pandemic-
world/
Ramlall, S. (2004). A review of employee motivation theories and their implications for
employee retention within organizations. Journal of American academy of business, 5(1/2), 52-
63.
Stewart, G. L., & Brown, K. G. (2020). Human resource management (4th ed.). Wiley.