One of the most acute problems of the labor market in Hungary and Central-Eastern Europe waiting for a solution is the retention of employees.
We have developed the DSE methodology to identify the actions related to retention management. However, the experience gained during several years’ application and research into “understanding the pathway to exit” have shown that, with due calibration, the methodology is perfectly suitable to reveal the causes of the increase in the intention to leave. Because we have understood that the deterioration of the engagement level (the attitude to work) is the first step toward leaving. The deterioration of the engagement level is accompanied by the increase in the employees’ intention to leave. They are induced by the same organizational phenomena.
MOST FREQUENTLY THIS QUESTION NEEDS TO BE ADDRESSED IF …
- … management finds that the number of voluntary leavers increases
- … we do not understand why the number of voluntary leavers is high during the probationary period
- … the old employees suddenly decide to leave
- … we want to understand why the employees leave (or stay)
- … we want to understand what our internal employee image is like and why
- … positions of scarcity have appeared which are hard to fill from the labor market.
- … the company tends to lose its most valuable employees
- … the company management wishes to know how it could persuade its employees to stay.
- … if competition on the labor market increases.
RESULTS OF THE PROJECT:
- We reveal the reasons for intentions to leave (voluntary fluctuation).
- We identify the organizational phenomena that make our employees leave or stay.
- The level of the intention to leave becomes measurable.
- The differences between the retention tools and the reasons for the fluctuation of the target groups become identifiable.
- The risk of the loss of sales resulting from the shortage of workforce and the costs related to the replacement of workforce decrease.
- We can formulate such employee image messages that the company fulfils and the employees do not leave during the probationary period.
- We can define actions that influence the decrease in fluctuation.
- Recruitment costs can be reduced.
- The cost of fluctuation can be reduced.
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