STUDENT NAME

ADDRESS
CITY, STATE, ZIP
DATE

THE HONORABLE TODD YOUNG

400 RUSSELL SENATE OFFICE BUILDING
WASHINGTON DC 20510

Dear Senator Todd Young,

RE: ISSUE OF JOB RETENTION IN THE CONGRESS

As a human resources researcher, I strongly urge Congress to address the issue of job retention.
Employee retention refers to the ability to keep staff members in order to prevent top talent from
leaving, and it can help an organization avoid productivity losses. Employee engagement is more
likely to improve customer relationships. Work-life balance, training and development,
competitive pay plans, and other factors are likely to be important components of an employee
retention program. Employee job satisfaction and engagement are also important ingredients.

The four key components of employee retention are compensation, career advancement,
involvement in employee retention initiatives, and support. Employees may be forced to leave a
company due to a variety of factors. High turnover rates are caused by job and employee
mismatches, as well as failing to meet expectations. Long work hours, lower pay than their
counterparts in the private sector and the executive branch, job security, and the need to hire staff
who are motivated to help people and enjoy working for their representatives are some of the
challenges that Congress must address if it is to increase employee retention. Congress should
ensure that the congressional staff is adequately compensated in order to ensure job satisfaction,
provide adequate opportunities for professional development, monitor their management-related
annoyance, and ensure good working relationships between staff members and their supervisors.

Congress must also educate sectional or departmental managers on the value of employee
retention and the factors that contribute to high turnover rates. Department managers should be
given retention goals as well. Managers should conduct exit interviews during exit surveys to
determine the reasons why employees are leaving their jobs so that they can better understand
why employees are dissatisfied. Managers must ensure that an employee's personal goals and
objectives are met while performing organizational duties. Employees require training in a
variety of organizational areas to make their jobs easier. As a result, employers should evaluate
their employees and offer suggestions for improving their performance.
Workplace culture influences both employee productivity and turnover rates. Management must
foster a supportive culture at work because it promotes greater job satisfaction and lower
turnover. Workplace relationships have an impact on workplace quality as well. As a result,
Congress must devise strategies that promote internal harmony. Furthermore, a good workplace
must-have tools and supplies, and the staff must be trained to use the tools and supplies
efficiently.

The primary factors influencing employee retention are recognition and appreciation, which
entails fostering a positive workplace culture and treating employees as whole people rather than
interchangeable parts. When used as a motivational tool, a reward system should be tailored to
each employee's specific needs. Furthermore, in order to reap the full benefits of rewards,
Congress must link rewards to organizational goals. Congress must identify the morals or
behaviors to be rewarded and link them to incentives.

Thank you for your time, and please contact me if you have any questions or if you would want
to discuss this further.

Sincerely

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