Turnover Rates 

Challenge: 

Turnover rate is the amount of time you onboard and off board an employee. Training and orienting new employees takes a lot of time and money which takes away from our business when these employees leave the company shortly after. Our company has had issues in the past where we have had our onboarding process take too long which causes employees not to stay with us. It is our goal to focus on our process so that employees will desire to stay with us for longer. 

Theory: 

It is our job as American Steele Management to prioritize our employees. We would like to create success by allowing our employees to plan for their future by setting goals and following through with them. Through planning, organizing, leading, and controlling we expect our turnover rate to decrease. 

"The primary role of a manager is to achieve organizational goals by working with and through people in the organization." (Andrade)

-Planning-

We want to plan for growth in the company by making sure there are always promotions and opportunities to improve the company. We want to plan for a happy salary or hourly pay. When your employees are happy with their pay they are more likely to stay and work more efficiently. We want to provide good health plans and benefits. We recognize that personal and mental health is essential to our employees and want them to be covered in all aspects of life. Management should be in employees’ work areas once every 1 to 2 weeks to understand the struggles and issues occurring in the employees’ positions. This will allow for brainstorming and effective problem-solving. Once a month, line managers should conduct interviews where they discuss employees’ performance, growth, and problem-solving. The meeting should end with the gratification of the employees’ work and appreciation.

-Organizing-

The sole goal of being an organization is to all come together as one to be effective in our work. It involves individual, group, and organizational factors. Understanding these factors that play into being effective and putting importance on those is what makes the wheels spin. We want to direct a manager solely to our employees regarding work-life balance. There is no organization if our employees are getting burnt out, staying at the office too long, having multiple long hour days, or being given too many big projects in a short period of time. This manager will work to create a culture of balance. As this balance is created our employees will be able to work effectively and feel like they are part of an organization that cares about them, wants the best for them, and wants the organization as a whole to succeed.  

-Leading-

We want our managers to encourage our employees by inspiring them and setting a good example. Being able to create a fun and positive work culture will provide the opportunity to grow as a company and as an individual. Leading effectively will ensure the development of staff and future staff and will need to start by being able to provide the right tools and support. The goal is to increase efficiency by creating a constructive work environment that encourages engagement and growth. 

-Controlling-

We want to direct one of our managers specifically to employee satisfaction. This manager will ensure that employees are included in all meetings, discussions, work events, etc. This manager will also perform yearly work evaluations where the employees are able to voice their opinions privately about how they are doing, what they feel they need to improve on personally/what they are doing well on, and what the company needs to improve on/is doing well on. These evaluations will be on paper, then each employee will meet privately with this manager. We feel this will greatly improve our employee satisfaction so we know where we need to improve, what we are doing well on, if employees feel they are being treated well/if they feel their pay is fair, and more. 

-Takeaways-

 As a management team, we have concluded that it is in our best interest to hold bi-yearly one-on-ones to ensure that our employees feel heard and that their efforts are being recognized. In doing so we will be held accountable for completing a report for each employee. These will be kept in their employee profile and help us navigate what each employee needs. We will be able to address conflict, talk about performance, and reward behavior through raises. 

References: 

All 6 images are copyright free from Google Images. 

Andrade, M. S. (2020). Organizational behavior in practice. 2nd ed. Dubuque, IA: Great River Learning