Memo Analysis and Critique
I have analyzed the memo “How to Reduce Employee Turnover”. I would like to point out that it is informative, but it has certain weaknesses that has to be removed.
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The report includes important tips concerning reduction of employee turnover. These are effective strategies and they can be employed. However, to persuade the top management, the report should be enhanced. For instance, it could be better to provide particular salaries or the rate of turnover in the company. Besides, the tips are provided in quite a confusing way. They should be grouped in the necessary sections.
One of the major weaknesses of the report is its lack of visual appeal. The text without headings, art and/or typography loses its effectiveness as the reader’s attention is not grabbed. The three major tips provided on the left are lost among other words.
To make the text more appealing and concise, it is necessary to add headings. As has been mentioned above, the tips should be grouped and headings should help the reader navigate the text.
As has been mentioned, above the report should include more facts and figures. The text includes some data but they are lost among other words. It is important to provide a graph to make the data more appealing.
Clearly, the text seems confusing as there are no particular spots highlighted and the major points are unclear.
Thus, I strongly recommend you to take into account my commentaries and send the revised version today. I will attach a sample of the way the document may look like so that you could effectively revise it.
High employee turnover hurts a company’s bottom line. As seen from the Figure 1, 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 the workplace:
Proper Hiring Methods
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.
Proper Goal Setting
- 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 discussion.
- 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.
Proper Motivation Strategies
- 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.
- Review compensation and benefits packages at least annually. Pay attention to trends in the marketplace and have HR update you.
- 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.
- Managers often overlook how important a positive work environment is for staffers. Awards, recognition and praise might just be the single most cost-effective way to maintain a happy, productive work force.
- 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. Employees need social interaction and a rewarding work environment.