Effective oral communication is essential in the business setting, especially when it comes to achieving buy-in for significant, complex, or costly change. To practice your oral communication skills, create a 5-7 minute oral presentation of your strategic plan for your manager or director or other essential stakeholders whose approval you would require. Be sure to address the “why” and “how” for your strategic plan in the presentation, providing all the necessary details your audience needs to make an informed decision. Record yourself presenting the plan using YouTube or any other video site that allows you to post your video. Adhere to the following:
Please refer to the “How to Share a Private YouTube Video” if you are concerned with privacy issues.
APA format is not required, but solid academic writing is expected.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Please use the attached file to create a nice power point for me with speaker note then I will do the oral/actual presentation. About 8-12 slides will do. Thanks
Strategic plan on how to reduce employee turnover in my work place. Presented to my manager and the director of human resource
How to Reduce Employee Turnover
Employee turnover rate is the term used to describe the percentage of workers that leave a company and need to be replaced within a certain period of time
Strategic plan on how to reduce employee turnover in my workplace
Properly interview your candidates, make sure that they fit well with the organizations culture, managers and colleagues and ensure they have the right skills
Level up and be creative when necessary with benefits, flexible work schedules,paid time off and bonus structures. See what surrounding hospitals pay
Acknowledgement, recognition and praise are beneficial ways to maintain a happy, productive work force.
— Review compensation and benefits packages at least annually. Pay attention to trends in the marketplace and have HR update you.
— Pay attention to employees’ personal needs and offer more flexibility where you can. Consider offering telecommuting, compressed schedules or on-site or back-up day care.
— Bolster employees’ engagement. Employees need social interaction and a rewarding work environment. They need respect and recognition from managers, and a challenging position with room to learn and move up.
— Managers often overlook how important a positive work environment is for staffers, and how far meaningful recognition and praise from managers can go to achieve that. Awards, recognition and praise might just be the single most cost-effective way to maintain a happy, productive work force.
Simple emails of praise at the completion of a project, monthly memos outlining achievements of your team to the wider division, and peer-recognition programs are all ways to inject some positive feedback into a workforce. Also, consider reporting accomplishments up the chain. A thank you note to the employee is good. Copying higher-ups makes that note even more effective.
To make it easier to identify accomplishments, ask your team for weekly or monthly updates of their achievements. Ask for specific numbers, examples or emails of praise from co-workers or customers.
— Outline challenging, clear career paths. Employees want to know where they could be headed and how they can get there. Annual reviews or midyear check-ins are one obvious venue for these discussions, but you should also encourage workers to come to you with career questions and wishes throughout the year.
High employee turnover hurts a company’s bottom line. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement. And churn can damage morale among remaining employees.
Here are some ways to lower turnover in your workplace:
— Hiring the right people from the start, most experts agree, is the single best way to reduce employee turnover. Interview and vet candidates carefully, not just to ensure they have the right skills but also that they fit well with the company culture, managers and co-workers.
— Setting the right compensation and benefits is important too. Work with human resources to get current data on industry pay packages, and get creative when necessary with benefits, flexible work schedules and bonus structures.
Causes of Employee Turnover and Strategies to Reduce it
October 13, 2017
6 min read
Employee turnover rate is the term used to describe the percentage of workers that leave a company and need to be replaced within a certain period of time.
People join and leave companies; this isn’t new. There are many reasons why someone could leave your organisation. Some reasons are nothing to be concerned about as they are largely unavoidable. However, if your workers are leaving due to unhappiness at work, or you are constantly finding yourself firing underperforming employees, you have a problem.
Main Causes of Employee Turnover
High employee turnover is taxing. It costs precious time and money and can result in a loss of staff morale. Your reputation could also be tarnished, with people assuming your organisation is a terrible place to work.
Some employee turnover is inevitable. For example, retirement, relocation and leaving for schooling cannot be avoided. But it’s important to monitor your employee turnover and understand why employees are leaving if you want to avoid negative repercussions.
We’ve outlined the 5 main reasons for high employee turnover, and what you can do to stop it.
Opportunity for growth and development is very important for retaining good employees. If an employee feels trapped in a dead-end position, they are likely to look towards different companies for the chance to improve their status and income.
It might seem natural that, in periods of economic pressure, you ask your staff to take on extra responsibilities. You might need to let people go and ask remaining employees to pick up the slack by working longer hours or even weekends. But asking workers to choose between their work life and personal life will never sit well. Instead, it will contribute to a higher turnover, as employees grow frustrated.
If you avoid giving feedback, you might be pushing your employees away. Feedback is the first step to ensuring your employees succeed, so avoiding this process can be detrimental to their success.
If an employee is struggling, your honest feedback can help them manage their workload and refocus. Ignoring the opportunity for feedback, or providing unhelpful feedback, will leave your employee to flounder, become disheartened, struggle and, eventually, give up.
Do you micromanage your employees? If so, you’re telling them, ‘I don’t think you can do this properly without me’.
In fact, micromanaging stamps out the opportunity for innovation, which is not what you want. Stifled, over managed employees are likely to grow frustrated with the lack of freedom, which contributes to high turnover.
Instead, trust your employees to perform well – allow them some freedom and you are sure to see their enthusiasm skyrocket.
Finding the perfect employee is difficult, but forcing a match with an employee that is clearly not right for the company culture or values will never end well. Even though you are desperate to fill that position, picking a poorly matched employee is bad for you, your company, and the employee.
No one does their best work when they are unhappy, and an incompatible employee is unlikely to be content with their new position.
Strategies to Reduce Employee Turnover
You will reap substantial economic benefits by reducing the rate of the ‘employee carousel’, and you should make every effort to retain good employees. They are your biggest asset, so investing in their happiness at work is vital for ensuring a successful business.
We’ve outlined some tips below that will help you encourage loyalty from valued employees.
Your employees want to know they are a valued part of your team. Play an active part in their professional development to demonstrate you are invested in their success and, in turn, this will increase their company loyalty.
Promoting development will also continually improve your workforce. you’ll increase the capability of your workers and attract new employees.
Employees want to know that their contribution is valued. Make a conscious effort to specifically recognise their successes and reward their efforts. Offering rewards and celebrating all successes may seem unimportant, but it will lead to increased staff loyalty, so it’s worth the effort.
While money might not be the primary reason for high turnover, make sure you pay your employees a fair wage that increases on par with their professional development. Doing so will ensure your employees don’t start searching for a better offer elsewhere.
Perfecting your interview process can be hard. However, the time and effort needed to get it right will lead to a big payoff, as you’ll be able to weed out unsuitable employees with ease.
To ensure you get the right candidates:
Providing appropriate, well-considered feedback is a major contributor to ensuring success. Feedback helps an employee to reflect on their performance, acknowledge areas for improvement, and develop their skills. Skipping the opportunity to provide your workers with feedback hinders your company’s growth and may lead to your employees turning elsewhere.
Balance is important. If your employees are bogged down with work, they are going to be unhappy. Encourage all your employees to take their full lunch break, and ensure their workload is manageable enough that they aren’t forced to stay late or start early all the time.
It is also important to consider all your employees. Social outings with work are important to promote positivity and a good working environment between colleagues, but consider the kind of social outings you choose carefully.
Are you always choosing a bar or pub, when some staff members don’t drink? Perhaps you could switch it up and go for a meal instead. Find outings that the whole workforce enjoys, so everyone’s eager to participate.
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