GODOFREDO S.

GILE II
MAED-I EDUCATIONAL MANAGEMENT

Case Study 4: Rising Employee Turnover

Scenario: A manufacturing company is experiencing a significant increase in employee turnover rates. Skilled
workers and managers are leaving the company for competitors, resulting in knowledge gaps, increased training
costs, and disruptions to production.

Guide Questions:

1. What are the signs and consequences of rising employee turnover within the organization?

There are numerous signs and consequences of rising employee turnover that could greatly affect the organization.
Some of the signs are decreased morale and engagement among remaining employees, a decline in productivity,
disruptions to production schedules, and increased overtime and workload for existing employees. On the other
hand, the possible consequences are potential damage to the company's reputation as an employer, reduced overall
team and organizational performance, and difficulty in meeting production targets and fulfilling customer orders.

2. How would you go about collecting and analyzing data on employee turnover, including exit interviews and
turnover reasons?

I will conduct comprehensive exit interviews with departing employees to understand their reasons for leaving.
These interviews can provide valuable insights into specific issues within the organization. Then in order for me to
identify trends and commonalities, I need to categorize the reasons for turnover, such as inadequate compensation,
lack of growth opportunities, poor work-life balance, or interpersonal conflicts.

3. What industry-specific factors, such as labor market conditions or competitive pressures, might be contributing to
the problem?

I guess, one of the possible factors that contribute to employee turnover is the competitive pressures. If competitors
offer better compensation packages, career advancement opportunities, or a more attractive workplace culture, it can
be a significant driver of turnover. Another possible factor could be the labor market conditions. This entails a high
demand for skilled workers, a limited talent pool, or competitive salaries offered by other companies can influence
turnover rates.

4. What diagnostic methodologies, including statistical analyses and trend assessments, can be employed to identify
the underlying causes of rising employee turnover and propose effective solutions?

We can use statistical methods to identify correlations and patterns in turnover data. Conduct regression analysis to
understand which factors are most strongly associated with turnover. We can also identify the root causes of
turnover. For example, if low compensation is a key factor, evaluate the company's compensation structure and
market competitiveness. Being able to identify the cause of rising employee turnover, I think we badly need to think
of possible and effective solutions to address these problems. One of the possible solutions is reviewing the
Administrative Manual. By doing this we can revise policies, develop and implement retention strategies, such as
improving compensation and benefits packages, enhancing career development programs, and addressing workplace
culture issues. Another is leadership training. Providing training for managers to improve their leadership and
interpersonal skills, as poor management can contribute to turnover. But no matter how good the solutions we have,
if the management does not know how to listen, empathize, and identify problems, our solutions will be useless.