| yee retention is largely based on satisfaction. If | | | | more accurate and beneficial information. In |
| organizations can determine why employees are | | | | addition, by providing high level of attention to the |
| not happy, it's likely that organizations can prevent | | | | employee retention management, a strong |
| them from leaving the company by changing | | | | organizational culture can be built and maintained |
| practices, culture, and sometimes even the | | | | to achieve success. |
| management style. The success of the | | | | The need for motivated employees is business |
| organization is largely dependent on its ability to | | | | survival, according to many studies. |
| retain top performers - don't ignore their | | | | Motivated employees are essential components to |
| concerns. That mistake is just too expensive to | | | | adequately changing and adapting to the |
| make. | | | | fast-paced environment of today business world. |
| "You can't expect people to be committed, to be | | | | Satisfied employees are more productive thus |
| loyal to an organization, to be engaged in an | | | | helping organizations prosper as a result. To be |
| organization, [or] to want to stay in an | | | | effective motivators, managers need to |
| organization if the company doesn't care about | | | | understand just what makes their employees tick, |
| them." - David Sirota (2005) | | | | and what gets them going within the context of |
| Organizations ought to analyse and determine the | | | | the roles they perform at the company. All the |
| retention factors relevant to each of their | | | | functions a manager performs, motivating |
| respective employee groups. This is important | | | | employees is arguably the most complex. This is |
| because proper planning, focus and strategy | | | | due, in part, to the fact that what motivates |
| execution can then be carried out accurately to | | | | employees is constantly in motion. For example, |
| address the problem. Thus, for each employee | | | | research suggests that as employees' income |
| category, information gathering is essential and | | | | increases, money becomes less of a motivator. |
| among the sources are current and former | | | | Also, as employees get older, interesting work |
| employees. They should be approached for their | | | | becomes more of a motivator. |
| perceptions on reasons and benefits to remain or | | | | It has also been noted that there are very few |
| leave the organization. | | | | research details that have been done about the |
| Employee surveys are common with the intranet | | | | local scene on retention management. Thus, it is |
| and online questionnaires. Nevertheless, the areas | | | | recommended that researches on the Malaysian |
| of focus should be on commitment and retention | | | | employee retention in industries such as public |
| factors. It is essential that exit interviews and | | | | healthcare, private hospitals, manufacturing or |
| follow up surveys are being improved to bring | | | | plantation would be an interesting topic. |