Go to BizFiling’s Website and read the article titled “Identifying and Addressing Employee Turnover Issues,” located at http://www.bizfilings.com/toolkit/sbg/office-hr/ma….
Based on the end of Chapter 14 case study, Retention: Deciding to Act, p. 718, determine whether the major complaints presented in the case study are the true reason for Wally’s Wonder Wash’s high turnover rate. Then, suggest two (2) reasonable retention strategies that Wally’s Wonder Wash could implement. Justify your rationale. Note:Remember, turnover is not always about money/salary. Therefore, please present strategies that would not involve pay increases.
This is not a paper it is a discussion post. Two paragraph minimum.
I do not have the case study but I have a post of someone explaining their thoughts. Please see below:
Based on the end of Chapter 14 case study, Retention: Deciding to Act, p. 718, determine whether the major complaints presented in the case study are the true reason for Wally’s Wonder Wash’s high turnover rate. Then, suggest two (2) reasonable retention strategies that Wally’s Wonder Wash could implement.
Wally has set high expectations of his attendants in each of his wash shops. Not only do they have a huge amount of responsibility of duties to perform not only for customers but in and around the shop, but they also need to provide a great customer experience with every car. The reasons stated for high turnover seem plausible with the expectations Wally has set and the attendants job description.
Before Wally can expand, he really needs to get his current locations under control with turnover. Wally needs to start conducting exit interviews. The interview should be structured and it wouldn’t hurt to hire someone with some HR experience to be able to help with hiring and the exist interviews. The HR person would also be the neutral party to be able to conduct the interviews. The information provided in the exist interviews should be saved and/or recorded so Wally knows why people are leaving. As data is collected he then can plan accordingly. For an example, if training is a reason for people to be leaving then the data will allow Wally to put a company orientation together. An orientation allows new people to know the expectations of the company, the mission statement, etc. Then there could also be a point of contact to help the new hires once they get to the wash shops, kind of like a new hire coach. This new hire coach can show people how to do the job, they can work with them on better ways of doing things and be there when there are questions, especially from customers.
I can think of other reasons too that would make Wally’s turnover decrease.