importantly, creates opportunities for employees to advance and take on new challenges.
For any company, each of these strategies is well worth considering. Given that many firms now pays top dollar to knowledge workers who comprise the workforce in many cases, it is quite clear that salary alone is not a sufficient inducement. What is needed is the development of the kinds of programming and culture that support the desire of individual workers to grow and develop professionally (Bohlander & Snell, 2004). Ongoing education and work team empowerment are the key strategies that are recommended to reduce the exodus of talented staff from a company. Coupled with encouraging and rewarding innovation, these strategies are likely to respond to the expressed needs of workers for respect and empowerment.
Alati (20040 makes it clear that retaining employees requires a multi-pronged effort. Similar comments were advanced by Bohlander and Snell (2004). Retaining employees is a vital way of reducing costs to the organization and moving it forward.
Alati, D. (2004). Avoid a mass exodus: How will your
company retain its best workers? Incentive, 178(5),
Bohlander, G., & Snell, S. (2004). Managing Human Resources.
Managing for Organizational Effectiveness 605: Position Paper 2
Spinks and Moore (2002) called for positioning employee recognition programs in the larger context of efforts to create a proper work/
...