Gallup Employee Turnover

Gallup is a renowned organization conducting employee engagement survey since 30 years involving 30 million employees developing twelve elements of engagement, recommends four essential factors which world’s best organizations prioritize to create engaged work force. Firstly, having a strategy, secondly, accountability and performance, thirdly, communication and lastly, development. An un-engaged workforce would arise due to failure of anyone of the above mentioned (Gallup, 2010).

2.6 Overview- Employee Turnover

It refers to the number or percentage of workers who leave an organization and are replaced by new employees. measuring employee turnover can be helpful to employers who want to examine reasons of turnover or estimate the cost to

It requires commitment from employees to reduce absenteeism, reducing turnover rates. Strategies to influence the attitude of employees have a positive impact on their performance, improving their levels of commitment. This, in turn, would reduce the costs of the organization and help them achieve their objectives efficiently.

Turnover is more of a management problem than employees because of the costs associated with it. A new recruit has both formal and in-formal training and development requirements. A new recruit’s performance to match with an existing employee needs adequate time.

Four distinctive behaviour of employee turnover mentioned by (Bluedorn, 1982) which is necessary for organizations to possess in order to validate the turnover trends .

2.7 Communication and retention

‘‘Communication is the essence of culture, inextricably and reciprocally bound together, and effectiveness is rooted in the ability of people from different cultures to work together’’ (Jablin & Putnam, 2001). Cushman and King, 1993 has identified a new theory which identifies communication playing an important role in the functioning of an organization. Opinions can be voice out in organization by means of proper communication for

• Encourage business leaders to be out front and up front.

• Communicate about employees’ total compensation package.

2.8 Organizational culture and retention

Organizational culture has many definitions. It defines the norms for employees to perform their day to day activities. Researchers, Kotter and Heskett in the below mentioned figure defines factors which make some organizational culture more successful than others (Aquinas, 2006).

Figure 2: Organization culture and retention 21

Source: Kotter, P., J. and Heskett, L., J. (1992) ‘Corporate culture and performance.’ The free press New York p. 5.

To simply the understanding on this subject (Smircich, 1983) classified the perspective of organizational culture into five theoretical culture mainstreams in anthropology.

1. Cross culture management.

2. Corporate culture.

3. Organization cognition.

4. Organizational symbolism.

5. Unconscious processes and